Commercial judgment
How does the candidate make decisions when the answer is unclear?
TALENT INTELLIGENCE / HUMAN JUDGMENT
The best candidate may not be on your shortlist.
MeritSignal searches wider, evaluates deeper and helps companies identify the people most likely to perform — not simply the people with the best-looking CVs.
AI-powered talent intelligence. Human judgment. Role-specific assessment.
WHY MERITSIGNAL
Traditional recruiting narrows the market too early.
Recruiters often have to narrow the market quickly using job titles, years of experience, previous employers, keywords and conventional CV filters.
These signals matter. But they can eliminate exceptional candidates before anyone has understood what they are actually capable of.
MeritSignal was built to go further.
AI allows us to examine a much larger potential talent market, identify less obvious matches and compare candidates against the characteristics that actually matter for the role.
Technology expands the search.
Humans make the judgment.
TALENT MARKET INTELLIGENCEILLUSTRATIVE MODEL
15,000+Potential profiles
642Relevant profiles
74Deep review
18Human qualification
7Role-specific assessment
3Presented to the client
Designed to screen talent markets at the scale of 15,000+ potential profiles per search. Illustrative stages and counts; not historical results.
We do the filtering before you spend your time interviewing.
THE DIFFERENCE THAT MATTERS
Two candidates can look almost identical on paper.
Their performance once hired can be radically different.
Our job is to find evidence of that difference before you hire.
BEYOND THE CV
Experience tells us what someone has done.
We also want to understand what they can do next.
For a commercial role, we look for evidence across dimensions like these. Each assessment is adapted to the actual search.
Discovery
Can they uncover the real business problem rather than simply follow a script?
Objection handling
How do they react when a prospect pushes back?
Account strategy
Can they understand stakeholders, priorities and buying dynamics?
Learning velocity
How quickly can they understand a new product, market or problem?
Communication
Can they make complex ideas clear and persuasive?
CANDIDATE INTELLIGENCE
A shortlist with
the reasoning attached.
See the evidence, the strengths and the questions still worth asking. A report designed to support your judgment.
MeritSignal / Intelligence
Illustrative candidate and dataCandidate assessment
SAMPLE CANDIDATE INTELLIGENCE REPORT
Alexander M.
Senior Account Executive · XXXX
Overall Match91/ 100Illustrative score
SEARCH EVALUATED FOREnterprise Account Executive — XXXX
Evidence at a glance
Enterprise sales94
Outbound ability92
Discovery90
Objection handling93
Business case95
Communication88
Industry knowledge81
Potential fit
Enterprise Account Executive
Senior Account Executive
Strategic Account Executive
Why this candidate surfaced
Initially ranked outside the obvious shortlist because his current job title did not perfectly match the search criteria.
MeritSignal identified similarities in deal size, sales cycle, stakeholder exposure and outbound responsibility that made him relevant for deeper review.
Strengths
- Consistently exceeded quota in complex B2B environments
- Strong outbound track record
- Comfortable engaging CFO / CRO level stakeholders
- Excellent performance during commercial case assessment
Investigate further
- Limited direct experience in cybersecurity
- Compensation expectations above initial range
ILLUSTRATIVE OPERATING MODEL
15,000 → 3
That gap is the point.
Broad market analysis. A considered shortlist.
Intended search scale, not a historical average.
THE METHODOLOGY
We do the groundwork.
You choose your next hire.
Six stages. One clear objective: evidence you can use to make a better hiring decision.
- 01
Define success
We work with you to determine what performance actually looks like in the role.
- 02
Search the market
We build a broad potential talent universe rather than relying solely on active applicants.
- 03
Intelligence layer
AI helps analyse, compare and prioritise candidates across the market.
- 04
Human review
Our team investigates experience, context, motivation and less obvious signals.
- 05
Assessment
Selected candidates complete an evaluation adapted to the actual role.
- 06
Present
You receive only the candidates we believe genuinely deserve your time.
REPRESENTATIVE SEARCH BRIEFS
Built around the role.
And the work ahead.
Example search profiles, not current client mandates. We discuss searches across roles and industries.
B2B SaaS / Paris
Enterprise Account Executive
€110–140k OTEFOCUS
Enterprise outbound · Complex sales · C-level
Cybersecurity / France
Senior Account Executive
€90–120k OTEFOCUS
New business · CIO / CISO · Long sales cycles
HR Technology / Europe
International Account Executive
€80–110k OTEFOCUS
English · International expansion · Full-cycle sales
Illustrative compensation ranges. OTE means on-target earnings.
ALIGNED WITH YOUR OUTCOME
No hire.
No recruitment fee.
MeritSignal is aligned with the outcome.
Our recruitment fee becomes payable only when you hire a candidate introduced through our search.
Discuss your searchOUR REPLACEMENT COMMITMENT
Our commitment doesn’t end on the candidate’s first day.
If a candidate placed by MeritSignal leaves during the agreed guarantee period — up to six months depending on the engagement — we restart the search at no additional recruitment fee.
Because a placement only matters if it lasts.
Subject to the terms of the engagement agreement.
ACCOUNTABILITY
Results should be measurable.
We intend to track more than placements: the quality of the shortlist, the pace of the search and whether a hire lasts.
Shortlist → Interview
—Interview → Hire
—Time to shortlist
—6-month retention
—Data published as engagements are completed.
CLIENT STORIES
Evidence comes before the case study.
Client case studies will be published once completed searches provide sufficient data.
YOUR NEXT HIRE