Business Development Assessment
See how candidates source leads, qualify opportunities, and secure first meetings before you interview them.
20 to 30 minutes for candidates • Ranked shortlist • Interview ready insights
Shortlisted for Assessment Provider of the Year, recognising innovation in hiring assessment
The Problem With Hiring for Business Development
Hiring for Business Development usually starts with CV screening and short phone interviews. These steps are time-consuming, inconsistent, and weak predictors of real performance.
CVs rarely show how candidates:
Research target accounts and identify buying signals
Prioritise outbound efforts against defined ICP criteria
Craft relevant outreach that earns responses
Qualify early-stage opportunities before handoff
Phone interviews help, but they still reward confidence over capability. This is where many poor hires slip through.
How Neuroworx adds evidence before interviews
Neuroworx adds a short, role-specific assessment before interviews, so hiring decisions are based on observed behaviour, not assumptions.
Candidates complete realistic scenarios and short written responses that reflect the day-to-day demands of a Business Development role.
This allows you to see how candidates:
Identify and prioritise accounts using realistic prospect data
Decide which leads meet qualification thresholds
Write outbound messages based on actual buying context
Determine when an opportunity is ready for sales handoff
Instead of relying on CVs and early phone screens alone, interviews are informed by consistent, comparable evidence for every candidate.
How the Assessment Works
A simple, role specific flow from invite to shortlist.
See the Assessment in Action
Explore the scenarios candidates complete and how responses are captured.
What the Assessment Looks Like for Candidates
A short, role-specific experience designed to surface judgement, tone, and real-world decision-making.
Business Development
Interactive preview: select answers to see how the report signals are formed. Preview is untimed and does not score.
- Choose options on the left to see example insights.
What you get and who this is for
Decision ready output for hiring with minimal work from your team.
- Ranked shortlist of candidates by overall suitability
- Strengths and risk flags in plain English (client, candidate, and judgement signals)
- Interview follow ups tailored to each candidate
- Skill breakdown across judgement, client communication, prioritisation, and execution
- You hire for Business Development (agency or in-house)
- You spend too much time on CV review and phone screening
- You want consistent shortlisting across hiring managers
- You need evidence beyond confidence and sales talk
What the Candidate Report Looks Like
A clear, decision-ready summary showing strengths, risks, and interview follow-ups for each candidate.
Business Development
Example output hiring managers receive after a candidate completes the assessment.
- Builds rapport quickly with both candidates and clients
- Balances speed with quality when shortlisting
- Communicates clearly under competing priorities
- May over-index on candidate enthusiasm vs evidence
- Could challenge unrealistic client expectations earlier
- Ask how they balance speed vs quality when a client needs shortlists urgently.
- Explore how they challenge a hiring manager when requirements are unrealistic.
- Probe how they assess candidate motivation versus capability.
Ready to see how we can help?
Book a 15 minute demo to see how hiring managers use this in real roles.
15 minutes. No commitment. See real examples.