The Peak Potential Profile: The Science Behind Predictable Revenue
Stop hiring resumes. Start hiring wiring.
Most revenue teams fail for the same reason: they assume "sales talent" is a universal skill set. You hire a rep because they have a "great track record." You promote a top closer to manager because they "know how to sell." You hire a VP because they "scaled a startup once."
Six months later, the rep isn't hunting, the manager is micromanaging, and the VP is fighting with the CEO.
The wiring that makes a great Hunter is often the exact opposite of the wiring that makes a great Leader.
At P3 Firm, we don’t guess. We use the Peak Potential Profile, a three-part assessment engine (DISC + Values + Attribute Index) that acts as an MRI for your entire revenue chain.
What is the Peak Potential Profile?
The Peak Potential Profile is a multi-dimensional assessment used by P3 Firm to measure human performance in sales environments. Unlike standard personality tests, it measures three distinct layers of "Human Wiring":
The Attribute Index (The Navigation): Can they do the job? Measures decision-making, empathy, and judgment.
The Values Index (The Fuel): Why will they do the job? Measures drive, motivation, and rewards (e.g., ROI vs. Altruism).
The DISC Index (The Engine): How will they do the job? Measures pace, patience, and communication style.
The Audit: Evaluating The 3 Levels of Your Revenue Engine
We don't use a "one-size-fits-all" benchmark. We evaluate Reps, Managers, and Executives against three totally different engineering standards.
1. The Sales Rep: "Can They Execute?"
The Goal: Production & Consistency
For individual contributors, we aren't looking for "leadership potential" yet. We are looking for the raw fuel to execute the mission.
What We Measure:
Rejection Tolerance: Can they handle "No" without an emotional crash?
Economic Drive (Values): Are they actually motivated by money and ROI? (If this is low, your commission plan won't work).
Hunter vs. Farmer Wiring: A "Hunter" needs high variety and risk tolerance. A "Farmer" needs stability and process.
The "Digital Labor" Fix: We build the script that fits their mouth. We give the high-energy Hunter a "governor" to slow down, and the cautious Farmer a map to speed up.
2. The Sales Manager: "Can They Replicate?"
The Goal: Leverage & Coaching
This is the most dangerous hire in sales. Most companies promote their best "High D" closer to manager. This is usually a disaster. A manager's job isn't to sell; it's to coach.
What We Measure:
Systems Judgment: Can they follow and enforce a playbook, or do they just "wing it"?
Human Awareness vs. Results: A "Super-Rep" Manager will try to clone themselves. We look for the Empathy score to ensure they can read their team’s emotional state, not just the CRM data.
The "Digital Labor" Fix: We provide the manager with Coaching Prompts. If they are a "High D" interacting with a "High S" rep, the AI reminds them: "Don't just ask for the number. Ask how they are feeling about the process first."
3. The Executive (VP/C-Level): "Can They Direct?"
The Goal: Clarity & Strategy
At the executive level, a blind spot doesn't just lose a deal; it loses the quarter. We analyze executives to prevent "Vision Drift."
What We Measure:
Conceptual Thinking: Can they see the long-term strategy (3-5 years out)?
Role Confidence: Do they have the internal certainty to make hard decisions when the data is incomplete?
Self-Correction: High-performing executives need to know when they are the bottleneck.
The "Digital Labor" Fix: We act as the "Digital Fractional CGO." We use the profile to audit the strategy itself. If the leader is high-risk/impulsive, we install checks and balances to ensure stability.
Stop Guessing. Get the Risk Score.
Your revenue engine is a complex system. If you put a "Hunter" wiring into a "Manager" seat, you break the machine.
Get a Risk Score on your sales team in 3 minutes. We will show you exactly who is in the wrong seat, who is ready to lead, and where your revenue is leaking.