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Stop guessing who to hire.

Start seeing how they work.

Most hires take months to prove themselves. This shows you how they perform on day one.

What you see with Netsa

Tone and recovery

Strong

Kept a professional tone after a hard rejection. Good instinct to keep the door open.

Commercial instinct

Needs polish

Proposed a phased rollout without tying it to a business outcome for the prospect.

Resourcefulness

Assessed

Used available tools including AI, but didn’t adapt the output to prospect context.

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We’re working with a small number of teams right now.

We can show you how it works on your roles.

You hire them. You train them. Then you find out.

~40%

of new hires don’t work out

You find out after months of ramp-up, lost pipeline, and sunk cost.

2–3 months

Before you know if they can do the job

By then, the damage is done.

Most

screening calls lead nowhere

Time your team could spend on candidates who actually perform.

Stop hiring for potential.

Start hiring on proof.

Real work, not trick questions

They handle a real situation. The kind they’d face in week one.

Decisions based on what they did

No personality scores. No keyword matching. You see their actual responses, choices, and reasoning.

Every judgment is explained

Nothing hidden. Every signal links back to something the candidate actually wrote or did.

Resourcefulness

You see how candidates use available tools, including AI, to get the job done

You see who’s ready before you call anyone

No more dead-end screening calls. Your first conversation starts with proof.

This is what you’re left with

Your top candidates, ranked by how they performed.

Not who looked best on paper. Who actually delivered.

Marie V.

Faster than most

Structure under pressure

Yousra E.

Strong discovery

Sharp questioning early

Florian D.

Most consistent

Clear structured output

Thomas K.

Quickest root cause

Breaks down complexity

Nadia B.

Best adaptation

Reads and adapts context

Pieter W.

Steady performer

Methodical, low errors

Amina D.

Best cold opener

Natural rapport builder

Milan V.

Handles pushback

Stays on message

Every conversation starts with proof.

You know their strengths, where they struggled, and exactly what to ask next.

Good candidates don’t drop off when it feels like the real job.

They push back on generic tests and unclear processes. This is different.

They step into a real situation. They see what the role actually looks like.

And whatever the outcome, they get clear, usable feedback.

84%

prefer this over CV screening

Coaching feedback

When the prospect said budgets were tight:

− Your response

“No problem, happy to follow up later if useful.”

+ Try this instead

“Understood. If it becomes a priority next quarter, I’ll have one specific example ready to share.”

Naming a business consequence and proposing a concrete future move keeps the relationship open.

What changes when you hire on proof

Stop wasting three months on the wrong hire. Know who will perform before they touch your pipeline.

Fewer mishires

You’ve seen how they work before you commit. The guessing is over.

Faster ramp-up

You hire people who already showed they can do it. They hit the ground faster.

Less time wasted on dead-end calls

Your team talks to the right people first. Not the loudest CVs.

See how your next hire performs before you make the offer.

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