How do you spot real sales talent? And how do you make sure a candidate is truly the right fit for your company culture?
You can follow business as usual: post a job ad, screen applications, invite selected candidates for interviews, and make your decision from there. In many cases, that works perfectly fine.
But let’s be honest, recruitment can be time-consuming if you want to ensure that all relevant candidates are considered. Too often, interviews become more “tell” than “show.” Candidates explain what they would do rather than demonstrate what they can do.
To bring more “show” into the process, many companies add tests. When recruiting BDRs, agents, and other sales roles, it’s only natural to ask candidates to make a few cold calls to evaluate their communication style and confidence. However, short test calls don’t always reflect a person’s ability to build trust, navigate objections, and perform in a high-intensity environment where effectiveness, precision, and compliance matter.
At Adversus, when we hire several BDRs at once, we sometimes take the process one step further. We call it ‘The Boiler Room’, named (for fun) after the 2000 movie starring Giovanni Ribisi.
In the movie, Ribisi plays a smart but unfocused young man who joins a company promising fast wealth and status through aggressive stock sales. The firm operates a classic “boiler room,” using high-pressure phone tactics to persuade ordinary people to invest in manipulated stocks.
Unlike the movie, there’s nothing shady about the Boiler Room at Adversus. We simply borrowed the name because the core idea is to test how candidates react when things get intense, and to identify who can navigate an environment where you must maintain momentum, stay open-minded, and be willing to go the extra mile to stand out.
The Boiler Room is a recruitment method in which all shortlisted candidates are invited to participate in a single session.
In many ways, it resembles a casting session. All participants go through the same exercises and tests - with one important twist: they are continuously evaluated on their social skills, communication style, energy, and ability to engage with others.
At the same time, the format gives us an opportunity to introduce candidates to our company, culture, and expectations. It becomes a mutual evaluation process before moving forward to the next stage.
One of the main advantages of the Boiler Room approach is that it allows us to observe candidates' navigation of social situations in real time. By bringing everyone together in a single session, the recruitment team can assess multiple profiles simultaneously without compromising quality.
It also enables us to invite more candidates into the process. This increases the likelihood of identifying sales talents who may not stand out on paper but truly excel when given the opportunity to demonstrate their skills in practice. Since the format is less time-consuming than running multiple one-on-one interviews, we can broaden the initial screening.
Because all candidates complete the same exercises under identical conditions, the process becomes more structured and fair. Everyone is evaluated on equal terms, reducing bias and increasing objectivity.
Another key benefit is the ability to compare candidates directly. Observing performance side by side makes it easier to spot differences in communication style, collaboration, initiative, confidence, and overall presence. Sales roles require strong communication skills, resilience, and the ability to navigate group dynamics. Watching candidates interact with one another provides insights that are difficult to capture in traditional interviews.
One potential downside is that the format may favor more extroverted personalities. A highly capable but more introverted sales talent could risk being overlooked if they do not naturally push themselves forward in a group setting.
The process also requires a greater time commitment from candidates than a traditional interview. Participants must be motivated and willing to dedicate several hours to the session, which can be a barrier for some. On the other hand, we are looking for people who are willing to invest in their career, and their willingness to participate already signals a certain level of commitment.
Lastly, the competitive nature of the Boiler Room can be nerve-wracking. Candidates are fully aware of who they are up against. While this pressure can bring out strong performers, it may also influence how some candidates present themselves on the day.
Easier to observe how candidates act and react in social settings
Everyone is treated equally by going through the same tests, bringing greater fairness into the recruitment process
Easier to compare candidates directly
Allows to meet more candidates and spot hidden gems, since it is less time-consuming than traditional one-on-one interviews
You may overlook a strong introverted sales talent
Candidates must invest more time than in a traditional interview
It can be nerve-wracking to know who you are competing against
There is no fixed recipe for a Boiler Room. We adjust the format depending on the profiles we are looking for.
However, certain elements remain consistent. From the moment candidates arrive, we observe how they introduce themselves and interact with others. We assess their energy, confidence, and curiosity. Throughout the day, they complete various tests, and we pay close attention to how they engage during presentations and even during breaks.
Are they outgoing? Do they fill the room - or dominate it? Are they first movers or last in line? Who stands out socially? Who performs best in the tests? Are they genuinely curious about the company and its culture?
By combining our observations with the test results, we gain strong indications of who should move forward to a second interview.
Welcome
Introduction to the company
Q&A
Test #1 (e.g., individual task or group task)
Break, networking, and informal conversations
Test #2 (e.g., individual task or group task)
Break, networking, and informal conversations
Test #3 (e.g., individual task or group task)
Wrap-up
Keeping track of, for example, 20 participants at once is not easy — remembering their names can be challenging enough. That is why a structured and systematic evaluation approach is essential.
We use a dedicated evaluation tool that divides the day into smaller segments. Each candidate receives a score for each segment. For instance, we assess how they present themselves upon arrival and assign a score based on our first impression. They also receive individual scores for each test.
To reduce bias, at least two evaluators observe and score candidates simultaneously.
At the end of the day, we compile the scores, compare results, and discuss each candidate individually. Based on this overall assessment, we decide who to invite for a second interview.
The Boiler Room should never stand alone. It must be followed by one-on-one interviews with selected candidates to align expectations and ensure a strong professional and cultural match.
It is also important to remember that investing in people takes time. The purpose of this method should not be to “save time” in recruitment, even if screening multiple candidates simultaneously can be efficient. Instead, view it as an opportunity to meet more talent and uncover hidden potential.
Recruitment is always a two-way process. Do not assume that all candidates are willing to do anything for a job at your company. First impressions work both ways. Being well-prepared, having a clear agenda, and facilitating the day professionally are crucial to success. Poor planning can create confusion and leave candidates with a negative impression of your organization.
Make the day structured, professional - and enjoyable.
We have not tested this method outside of hiring sales personnel. However, for sales roles, it has proven highly effective at identifying likable, outgoing personalities with the confidence to pick up the phone and get started without hesitation.
For roles that do not require sustained conversation, persuasion, and social agility, this approach may be less relevant.
Strong salespeople can create a great first impression, connect with anyone, keep a conversation flowing, build trust, and, most importantly, do so with genuine sincerity and honesty.
And what better way to test those qualities than in a real-life setting?