PACE profiles how a salesperson actually works — how they build trust, what compensation drives them, how they run their week, and how they operate around a team. Run it across your floor and the pattern behind your top performers stops being a hunch.
Who they sell alongside — alone, with a partner, or pulling the whole company in.
The selling archetype — how they earn trust and move a deal.
How much of their life the job gets — hours, travel, and where they draw the line.
Compensation tolerance. Who needs a floor, who needs uncapped upside.
Your dashboard groups every rep under the type they scored, with definitions. You see the shape of your floor — and whether your best people share one.
When your top three reps land in the same profile, you have something concrete to interview for instead of a gut read.
Compensation tolerance is measurable. A rep who needs a floor on a straight-commission plan is a resignation with a date on it.
Every rep gets their own full report. Managers stop coaching everyone the same way and start coaching the person.
These are the actual charts, drawn from a sample bench of 100. Every rep lands somewhere on all four, and the shape of the floor is the first thing you see.
Who your reps sell alongside. A bench that is almost all Solo closes differently from one that pulls the company into every deal.
The four selling archetypes as a share of your floor. An even spread is a mixed bench; one long bar is a shared instinct and a shared blind spot at once. On the dashboard this also draws as a radar.
How much of their life the job gets. Where the mark sits in the triangle is the balance your floor is actually running at.
Who needs a floor and who wants the upside. Read against the plan you actually pay, this is the one that predicts resignations.
Each rep also gets their own full report on all four dimensions — strengths, blind spots, and how they are best managed.
The read on your own numbers: the biggest group and its share, the tightest cluster, and which profiles nobody on the bench has.
You record what you think your bench looks like before you are shown anything. The gap between your guess and the result is the finding — which is why it locks, and why nothing is revealed until it does.
Rank your reps on dollars sold, percent to quota or tenure, and every chart splits along it. Rankings only — nobody has to hand over revenue figures.
The profiles over-represented at each end, on each metric. One metric agreeing is a curiosity; two or three is a pattern you can hire against.
The same comparison with every rep measured only against others under the same manager — same territory, same coaching. It holds the manager still so the profile is the only thing left moving.
What each manager's team looks like, side by side. Managers hire the people they recognise, and this is usually the first time anyone has seen the result of that.
Seven questions at the end of the assessment: why deals are lost, what is limiting them, how they read their comp, and whether the pace they work at is one they chose.
How sure the floor is of its own number, and whether that confidence sits with your strongest performers or your weakest. When it runs the wrong way, your forecast is reading high.
Reps answer honestly when honesty cannot be traced back to them, and a profile tool that can be read individually stops being worth running. So it is built not to be.
How that is enforced
The floor is not free. A comparison needs enough people on both sides of the line, so the same rule that stops a group being read back to a person is what decides when each view switches on. Here is the whole ladder, in completed assessments — not seats bought:
Comparing groups also needs a ranking filled in for every rep — dollars sold, percent to quota or tenure — and the within-team view needs reps tagged to at least two managers. On a larger bench the floor rises with the team, so the tighter bands stay honest rather than getting easier.
One price, whatever the size of the block. Assessments don't expire — invite reps whenever you're ready, and order more from your dashboard at any time, from five at a time. Every rep's own report is included, and so is every section above.
Running PACE across a smaller team? The individual assessment is $24.99 per person. Rolling out to a thousand or more? Email support@repworx.app and we will price it with you.
Assessments don't expire. Invite reps whenever you're ready, and order more from your dashboard.
Minimum block is 25. Running PACE across a smaller team? The individual assessment is $24.99 per person.
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This is how you'll get back into your dashboard to invite reps, track completion, and order more assessments.
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One per line, or paste a column straight out of a spreadsheet. Commas, semicolons, tabs and spaces all work. These are the reps who get a seat — they reach the assessment with your team code, which appears on your dashboard next.
Name first, then a comma, then the email — or paste emails alone.
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These columns are optional — the results stand on their own without them. Filling them in is what lets you ask whether profile tracks performance. They are rankings, not raw figures: 1 is the top in every column, so nobody has to hand over revenue numbers to get the analysis.
A unit is a marker, not a rank. Number each manager here, then put their number beside each of their reps below. Results can then be read one unit at a time.
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