Shyntetik
Request a call

Approach

The Shyntetik Assessment

The same four steps for every search. Every candidate you meet has been interviewed in English and Spanish and scored against a scorecard you approved.

Four steps, in this order

  • Step 1: Calibrate

    A short intake call on the role, must-haves, salary band, time zone and decision-maker. We turn it into a written scorecard you approve before sourcing starts.

    The scorecard names the criteria that matter for the role, what a strong answer looks like for each, and the must-haves that rule a candidate out.

  • Step 2: Source

    We search LinkedIn and Latin American sales and finance communities for people already doing the job, and contact them directly.

    Our sourcing starts from professional networks, not job boards, so you see people a job post wouldn't reach.

  • Step 3: Assess

    A structured interview in English and Spanish against the scorecard: track record, role-specific questions or a short exercise, and a CEFR rating of spoken English.

    The founder runs every interview against the same written scorecard, so two candidates are always compared on the same terms.

  • Step 4: Present

    3–5 candidates, each with a written brief: why they fit, scorecard results, English level, salary expectation and availability. Our target is within 10 business days of kickoff.

    Kickoff means a signed agreement and a completed intake call. You interview the candidates you choose; we coordinate scheduling and collect feedback after each interview.

Our standard

English level

We rate spoken English on the CEFR scale during the live interview, and every brief states the level and what the candidate can handle at it.

B2
Can carry a discovery call.
C1
Can negotiate and handle objections.

What you receive

Sample candidate brief

Every candidate on your shortlist comes with a brief like this one. It's written after the interview and scored against the scorecard you approved.

Shyntetik Candidate brief Sample — illustrative, not a real candidate

Candidate A

Account Executive · Bogotá

Why they fit

  • Four years closing new business at a B2B SaaS company (~150 employees), selling to US mid-market accounts.
  • Runs the full cycle on their own: discovery, demo, mutual action plan and negotiation.
  • Has worked US Eastern hours for the last two years.

Scorecard

Scorecard results for Candidate A, scored from 1 to 5
CriterionScoreNote
Pipeline and quota history4 / 5Walked through their own pipeline reports for the last year.
Discovery call quality5 / 5Uncovered the buying process and budget owner in the role-play.
Objection handling4 / 5Handled the price objection well; moved fast on timing.
CRM discipline4 / 5Clear routine for next steps and stage updates.
Written English4 / 5Short, specific follow-up email written during the process.
English
C1. Ran the role-play discovery call and the price objection fully in English, without slowing down.
Salary expectation
USD 40,000–48,000 base plus commission (illustrative)
Availability
After a four-week notice period.

Our scorecards

Sample scorecard: SDR

We write a scorecard like this with you on the intake call. Each criterion is scored from 1 to 5: 1 means no evidence, 3 meets the bar, 5 is clearly above it.

Shyntetik Scorecard · SDR Example
Example scorecard for an SDR role: five criteria, what we look for and how we test each one
CriterionWhat we look forHow we test it
Outbound activity and pipeline generatedSteady daily activity and meetings that turned into qualified pipeline.Walk-through of their own activity and pipeline numbers.
Discovery call qualityOpen questions, real pain uncovered, qualification against your criteria.Live role-play in English.
Objection handlingAcknowledges the objection, stays calm and moves the conversation forward.Role-play with two common objections.
CRM disciplineLogs activity, next steps and stages without being chased.Questions on their CRM routine, with examples.
Written EnglishClear, short, personalised outreach.A short cold email written during the process.

Tell us about one open role.

In 15 minutes we'll confirm whether we can fill it, the salary range to expect and the scorecard we'd use. No obligation, and no cost unless you hire.

Request a 15-minute call