SalesDrive, LLC

One of the hardest traits to identify in hiring is Drive.

You usually don’t discover whether someone truly has it until months after they’re hired. And by then…the damage may already be done.

For years, companies have used The DriveTest® to measure Drive when hiring hunter salespeople.

But I’ve been asked the same question many times:
“Can this test be used for other roles too?”

For a long time, I was cautious to answer this.

The DriveTest was originally developed to identify Drive in hunter salespeople, and that’s where we focused our research and validation.

But after hearing this question repeatedly—and reviewing the data carefully—I’ve come to a clear conclusion:
Yes, The DriveTest can be very useful in other high-accountability roles as well.

The key factor isn’t the job title. It’s whether the role requires selling.
Not necessarily selling products. But selling ideas, initiatives, projects, or vision.

Think about roles like:
✅ Sales managers whose results depend on production
✅ Leaders who must sell ideas internally
✅ Franchise owners responsible for generating business
✅ Entrepreneurs who must sell to customers and investors

In roles like these, Drive often becomes the difference between average performance and exceptional performance.

If you’re hiring for positions like these, it may be worth considering whether Drive should be measured as part of the evaluation process.

Curious to hear from others:
Where else have you seen Drive make the biggest difference in performance?