See who can do the job before you invest.

AI-powered skills assessment that measures what actually matters—and gives candidates who aren't ready yet a path to get there.

Let's Talk Try the Demo
LIVE SCENARIO
Sarah Chen
Sarah Chen (AI Client)
Video call in progress
Client Reassurance Call
Your client's portfolio is down 20%. They're panicking.
"I just checked my account and it's down so much. I think I need to sell everything before it gets worse."
"I completely understand that feeling—seeing those numbers can be really unsettling. Let's talk through this together before making any decisions."
"But what if it keeps dropping? I can't afford to lose more..."
Type your response...
72%
of advisors fail to build a book
90%
of insurance agents quit year one
83%
of SDRs miss quota consistently
$100K+
wasted per failed hire
What We're Hearing

From hiring leaders like you

"We lose 40% of new advisors in year one. The frustrating part? We can't tell who will make it until we've already invested six figures in training."

VP of Advisor Development
Regional Wealth Management Firm

"I can teach product knowledge. I can't teach someone to handle rejection without shutting down. That's what I need to see before I hire."

Agency Owner
Top 50 Insurance Agency

"Our best SDRs aren't the ones with the perfect resumes. They're the ones who can think on their feet and actually listen. But you can't see that in an interview."

Director of Sales Development
Series B SaaS Company
The Problem

You invest before you know
if they'll make it.

Licensing, training, ramp time—$50,000 to $150,000 per hire. And when they don't make it? They're gone. No feedback. No second chance.

Wealth Management
72%
fail to build a sustainable practice
Cost per failure: $50K–$100K
Insurance Sales
90%
quit within year one
Cost per failure: $15K–$40K
SDR / BDR
34%
annual turnover (83% miss quota)
Cost per failure: $85K–$145K
The Gap

Credentials test knowledge.
The job requires skill.

Someone can ace every exam and still wash out—because nobody tested whether they can do the job.

What Gets Tested
  • Regulations & compliance
  • Product knowledge
  • Policy terms & procedures
  • Interview polish
≠
What the Job Requires
  • Earning trust with skeptical people
  • Staying calm under pressure
  • Handling rejection and bouncing back
  • Having hard conversations

These skills are invisible in hiring today. But they can be measured. And they can be developed.

Industries We Serve

Built for roles where skills matter more than credentials

High-stakes positions with expensive failure rates and skills that can't be tested on paper.

Wealth Management
Financial Advisors & Trainees
72%
fail rate
The Problem

The SIE exam tests securities regulations—not whether someone can earn trust, handle rejection, or keep clients calm when markets drop 20%.

Sample Scenario
"Your client's portfolio is down 20%. They're panicking and want to sell everything. You have 2 minutes to keep them invested."
Key Metrics
$50-100K
Cost per failure
12 mo
Time to know
Insurance Sales
Agents & Producers
90%
quit year 1
The Problem

Licensing exams test policy terms—not whether someone can handle "insurance is a scam," stay motivated after 15 rejections, or build trust with strangers.

Sample Scenario
"A prospect says: 'I don't trust insurance companies. You're all just trying to take my money.' Keep them on the phone."
Key Metrics
$15-40K
Cost per failure
12 mo
Time to know
SDR / BDR
Sales Development Reps
83%
miss quota
The Problem

Interviews test if candidates can talk about handling rejection—not whether they can actually handle it. 50 dials, 48 no's, and still sound fresh on call #49.

Sample Scenario
"You're calling a VP who said 'call me next quarter' three months ago. They just picked up. You have 15 seconds."
Key Metrics
$85-145K
Cost per failure
90 days
Time to know
The Solution

The Earned Loop

See who can do the job—before you invest. And give candidates who aren't ready yet a path to get there.

1

Audition

15-minute realistic scenarios. AI-simulated conversations, not multiple choice.

2

Diagnose

Skill-by-skill breakdown. Compared to YOUR top performers, not generic benchmarks.

3

Practice

Specific feedback and targeted drills. 5-10 min/day on their actual gaps.

4

Prove

Re-test when ready. The delta between attempts = coachability score.

See It In Action

The Candidate Experience

Real scenarios. Specific feedback. A path to prove you're ready.

Step 1

Realistic Scenario

INSURANCE SCENARIO
Handling Objections
A prospect challenges your credibility.
"I don't trust insurance companies. You're all just trying to take my money."
"I hear that a lot, and honestly, I understand why you feel that way..."
Step 2

Targeted Coaching

💡 COACHING TIP

Good start acknowledging their concern. Try asking a question to understand the root of their skepticism before explaining your value.

🎯 TRY THIS

"What's made you feel that way about insurance?" — This shows genuine curiosity and helps you address their specific concern.

Try Again →
Step 3

Results Dashboard

78
+30% Coachability
Trust Building
82
Resilience
75
Communication
88
Judgment
70
Today
"We've decided to move forward with other candidates."
  • No feedback
  • No path forward
  • They're gone
With Earned
"You're not ready yet. Here's exactly why. Here's how to get there."
  • Specific gaps identified
  • Practice to improve
  • Re-test when ready
  • Some become your best hires

You're currently throwing away people who could succeed.

For Employers

We replace the phone screen.
You keep your ATS.

Earned slots into your existing hiring workflow. Candidates complete a 15-minute audition. You get a skill-by-skill scorecard with coachability data.

Benchmark Against Your Best

Scores calibrated to YOUR top performers, not generic norms.

Coachability Score

See who improves after feedback—the #1 predictor of success.

ATS Integration

Results flow directly into your applicant tracking system.

How It Works
1

Candidate applies through your ATS

2

Auto-invited to Earned audition

3

Completes 15-min scenario

4

Scorecard syncs to your ATS

5

You decide who moves to interview

Ready to see who can actually do the job?

We're working with a small group of forward-thinking companies to refine Earned. Get early access and help shape the future of skills-based hiring.

Free pilot program Custom scenarios Direct founder access
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