The important thing about the way we calculate things here is that there isn't a "scoring well". You might max out the scores on certain groups of answers and i

The important thing about the way we calculate things here is that there isn't a "scoring well". You might max out the scores on certain groups of answers and it won't get you the job because we're comparing candidates to the top performers, who likely won't max out those profiles - having a more balanced personality could be far more important. We have done some work pulling in Salesforce data directly so we can assess results - a feedback loop of sorts - once a candidate is hired we directly see the results of their performance. We aren't far enough along to publish results of that feedback loop though because all sales roles take a while ramping up. What about administrating the tests to current employees, along with details from their bosses about performance. That way you could build a model of the kind of person who does well at that organization, at least generically. That's exactly what this does.