Wolf — the Pursuer
Lone Wolf Hunter · P1
The open-field closer: finds new business, gets in the door, closes, moves on. Thrives on autonomy and a scoreboard; light on follow-through and admin.
Best fit: outside / field sales · new-business hunting · cold outreach · opening brand-new territory · business development.
Works well if: paired with someone who owns the after-sale (account care, paperwork). Reward both new wins and uncapped upside.
Not a fit: account maintenance and renewals · customer support · process- and admin-heavy roles. They'll drift and the relationships will slip.
Rainmaker — the Connector
Self-Sufficient Hunter / AE · P2
The rare full-cycle seller: finds it, closes it, and grows it. Hunter's drive plus the discipline and people-touch to keep what they win.
Best fit: full-cycle salesperson / Account Executive · key or strategic accounts · the sales-leadership track.
Works well if: the territory has both new business to win and existing accounts to grow, plus a real path to grow (bigger patch or a lead role) in 12–18 months.
Not a fit: narrow single-task seats or pure back-office — wastes half of what they do.
Good Soil — the Grower
Farmer / Inside Sales · P3 · and Support / CS · P4
Sells and serves through trust built over time: remembers the details, follows through, keeps customers for years. P3 still asks for the order; P4 keeps the whole engine running behind the scenes.
Best fit (P3): account management · inside / counter sales · renewals · relationship-driven and repeat-business roles.
Best fit (P4): customer success · sales support · account coordination · order management · sales operations · service · training the sales team.
Works well if: accounts are handed over warm; growth/ask targets are explicit (P3); the lane is well-defined and the quiet, preventative work gets recognized (P4).
Not a fit: cold-call-only hunting seats and high-rejection prospecting — it burns out a good grower and you don't gain a hunter.
Generalist
Versatile Generalist · P5
Flexes in any direction — can hunt, nurture, or steady the work — but hasn't yet built a spike.
Best fit: early-career or flexible roles that let them try both winning new customers and growing existing ones · rotational setups · roles that reward adaptability.
Works well if: given one main job to own and a 12-month plan to develop one real strength; use their lean (hunting vs. farming) to pick a direction.
Not a fit: roles demanding deep day-one specialization, or being left as the permanent gap-filler (that's how they burn out).
True North — the Specialist
Likely Not a Sales-Role Fit · P6
The honest read: this style isn't wired for a quota-carrying, outreach-heavy sales seat. That's information, not a verdict — it points toward independent, structured work where accuracy and follow-through matter more than persuasion.
Best fit: estimating · accounting / bookkeeping / finance · data analysis · operations · logistics / dispatch · inventory / supply chain · quality / compliance / safety · project coordination · QA · drafting / CAD · IT / technical · records / order processing.
Trades & distribution specifics: estimator · parts / inventory manager · dispatch · service scheduler · AP/AR · warehouse operations.
Important caveat: the test rules sales out — it does not certify someone as a strong analyst or operator (it doesn't measure technical or cognitive aptitude). Confirm the specific role with a work sample or a role-appropriate assessment.
Not a fit: outreach / quota sales — and, notably, not sales support either: that role still demands the high service, patience, and people-process this profile scores low on. Point them to genuinely behind-the-scenes work.
Every profile, including True North, ships with a best-fit direction — that's the point. The result opens doors; it doesn't close them.