Free Sales Personality Test Tools: Compare & Score

What This Assessment Measures (and What It Doesn’t)

This assessment measures sales-relevant personality and behavior tendencies—how you naturally prefer to operate across the sales cycle. It is not a sales skills test, a product knowledge quiz, or a proxy for experience.

Sales personality vs. sales skills vs. sales aptitude

Understanding the difference matters—especially if you’re using assessments in hiring.

• Sales personality assessment (this): Self-report tendencies that can influence behaviors (e.g., assertiveness, patience, structure, empathy, risk tolerance). Best used for coaching, role fit, and communication.
• Sales skills assessment: Job-relevant demonstrations of capability (role play, mock call, writing sample, qualification exercise). Best used to evaluate current skill level.
• Sales aptitude assessment: Broader cognitive/learning indicators (problem solving, pattern recognition, learning agility). Best used to understand trainability.

Hiring note (general information, not legal advice): Many teams use structured interviews and job-relevant work samples as primary inputs, with personality tools used only as supplemental information. Avoid using any personality score as a standalone “pass/fail.” Apply your process consistently, and consider accessibility and adverse impact monitoring.

The Framework: 6 Sales Personality Dimensions → 8 Sales-Style Patterns

Many “sales personality tests” on the internet give you a catchy label but little clarity on what’s being measured. This assessment is intentionally transparent.

Dimension model (what we score)

You receive a score on six dimensions, each mapped to real sales behaviors:

1. Drive (Assertiveness & urgency): initiation, asking for the meeting, advancing the deal.
2. Sociability (Energy from interaction): comfort with outreach, talk-to-listen balance.
3. Structure (Planning & process discipline): CRM hygiene, follow-up, forecasting behaviors.
4. Empathy (Buyer attunement): curiosity, listening, emotional regulation, rapport.
5. Resilience (Response to rejection & setbacks): bounce-back speed, consistency.
6. Adaptability (Flexing to context): tailoring, situational judgment, learning agility.

How dimensions translate into patterns

Your top patterns across the six dimensions produce one primary pattern (plus a secondary pattern). These patterns are descriptive—not destiny. Strong sellers can resemble many patterns depending on role and environment; the point is to identify coaching levers.

The 8 patterns this rubric describes:

• Hunter pattern (High Drive, High Resilience)
• Consultant pattern (High Empathy, High Adaptability)
• Challenger pattern (High Drive, High Adaptability, Lower Empathy risk)
• Relationship Builder pattern (High Empathy, High Sociability)
• Process Pro pattern (High Structure, High Consistency)
• Strategist pattern (High Adaptability, High Structure)
• Specialist pattern (High Structure, Lower Sociability)
• Networker pattern (High Sociability, High Drive)

Assessment Methodology (Transparent Scoring—Plain English)

Format

• Time: ~5–7 minutes
• Items: 24 statements (recommended)
• Scale: 1–5 Likert (Strongly Disagree → Strongly Agree)

Scoring logic

• Each statement maps to one primary dimension (occasionally two, lightly weighted).
• Some items are reverse-scored to reduce response patterns and improve interpretability.
• Dimension scores are normalized to a 0–100 scale.
• Your primary pattern is determined by the strongest combination pattern; your secondary pattern is the next-closest pattern, which often explains “why I’m good at X but struggle at Y.”

Limitations (honest, useful)

• This is a self-report tool, so it can be affected by “impression management” (answering how you want to be seen). To counter that, items are behaviorally anchored and include reverse-scored statements.
• Treat results as diagnostic insight to discuss and test—validate with observable evidence like call recordings, pipeline behavior, and skill simulations.

Ethical use in hiring

If used in hiring, keep it:

• Supplemental to structured interviews and job-relevant work samples.
• Consistently administered, with documented job relevance.
• Considered alongside accessibility needs and adverse impact monitoring.

The Free Sales Personality Assessment (Sample Items You Can Use)

Use these as your assessment items (or as sample questions if you’re evaluating tools). Answer based on your typical behavior, not your best day.

Scale: 1 = Strongly Disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly Agree

10 realistic sample questions/scenarios

1. Prospecting initiation: “If my calendar has open space, I proactively create pipeline rather than waiting for leads.” (Drive)
2. Objection response: “When I hear ‘not interested,’ I stay composed and ask one clarifying question before ending the call.” (Resilience)
3. Discovery depth: “I would rather ask five more questions than pitch early—even if the buyer seems ready.” (Empathy)
4. Talk/listen balance: “In first calls, I sometimes realize I’ve spoken more than the buyer.” (Sociability; reverse-scored for listening discipline)
5. Process discipline: “My CRM and follow-ups are current enough that someone else could step into my deals without confusion.” (Structure)
6. Risk tolerance: “I’m comfortable asking direct questions about budget, authority, and timelines early in the process.” (Drive)
7. Tailoring: “I intentionally change my messaging depending on the buyer’s role (e.g., finance vs. operations).” (Adaptability)
8. Consistency under pressure: “When I miss quota, my activity and outreach volume stays steady rather than spiking for a week.” (Resilience)
9. Negotiation posture: “I can hold firm on value without getting defensive or over-explaining.” (Drive + emotional regulation)
10. Account development: “I enjoy expanding accounts by mapping stakeholders and building internal champions.” (Adaptability + Empathy)

Optional add-on items (if you want 24 total): create 2–3 items per dimension, ensure at least one reverse-scored item per dimension, and keep language behavior-based.

Scoring System (Detailed and Easy to Implement)

Step 1: Calculate raw dimension scores

For each dimension, average the items mapped to it.

Reverse-scoring: If an item is reverse-scored (e.g., Q4), convert 1→5, 2→4, 3→3, 4→2, 5→1.

Step 2: Normalize to 0–100

Normalized score = (Average − 1) ÷ 4 × 100

Step 3: Assign your primary pattern

Use these pattern rules (simple and explainable):

• Hunter pattern: Drive ≥ 75 AND Resilience ≥ 70 AND Structure < 70
• Networker pattern: Sociability ≥ 75 AND Drive ≥ 70 AND Structure < 65
• Consultant pattern: Empathy ≥ 75 AND Adaptability ≥ 70 AND Drive between 50–75
• Relationship Builder pattern: Empathy ≥ 75 AND Sociability ≥ 70 AND Drive < 70
• Challenger pattern: Drive ≥ 75 AND Adaptability ≥ 70 AND Empathy < 70
• Process Pro pattern: Structure ≥ 80 AND Resilience ≥ 65 AND Sociability < 70
• Strategist pattern: Adaptability ≥ 75 AND Structure ≥ 70 AND Drive between 55–80
• Specialist pattern: Structure ≥ 75 AND Sociability < 55 (often thrives in inbound/technical)

If you match multiple patterns: choose the one with the highest combined average of its defining dimensions, and label the other as secondary.

Step 4: Provide a confidence flag

• High confidence: top pattern exceeds next pattern by ≥ 8 points
• Moderate confidence: gap 4–7 points
• Low confidence: gap ≤ 3 points (you likely flex styles by context)

Interpreting Results: Skill-Level Tiers + What To Do Next

Instead of vague “born closer” language, use a tiered, behavior-based readout.

Tier 1 — Emerging (0–49 average across dimensions)

Action plan (next 14 days): pick one motion (prospecting OR discovery), run 3 recorded mock calls, and implement a simple daily system.

Tier 2 — Developing (50–69)

Action plan (next 30 days): add one constraint (e.g., no pitch until problem + impact + process is clear), build a repeatable cadence, and track one leading metric.

Tier 3 — Strong (70–84)

Action plan (next 60 days): specialize by segment or motion, run A/B messaging tests, and practice negotiation boundaries.

Tier 4 — Elite (85–100)

Action plan (next 90 days): codify your playbook, teach via role-play sessions, and expand scope.

Sales-Style Pattern Playbooks (Practical, Sales-Cycle Specific)

1) Hunter pattern

Best-fit: outbound SDR, new logo AE in transactional/mid-market.

Strengths: fast initiation, comfort with direct asks, high rejection tolerance.

Risk zones: shallow discovery, low follow-through.

This week’s two drills: discovery restraint drill; follow-up templates + task scheduling.

2) Consultant pattern

Best-fit: complex AE, enterprise, solutions selling, renewals with expansion.

Strengths: deep discovery, buyer trust, problem framing.

Risk zones: slow progression, discomfort with hard questions.

This week’s two drills: budget language practice; mutual plan habit.

3) Challenger pattern

Best-fit: competitive markets, disruptive products, executive selling.

Strengths: reframing, urgency creation, decisive next steps.

Risk zones: abrasiveness, missed relationship signals.

This week’s two drills: empathy checkpoint; permission-based push.

4) Relationship Builder pattern

Best-fit: account management, customer success with revenue, channel/partners.

Strengths: rapport, retention, champion building.

Risk zones: avoiding tension, discounting to preserve harmony.

This week’s two drills: boundary practice; stakeholder mapping.

5) Process Pro pattern

Best-fit: high-volume SDR teams, inbound sales, regulated industries.

Strengths: consistency, follow-through, forecasting.

Risk zones: rigidity, over-reliance on scripts.

This week’s two drills: light improvisation; pattern review.

6) Strategist pattern

Best-fit: enterprise AE, account-based selling, complex stakeholder navigation.

Strengths: planning, tailoring, stakeholder strategy.

Risk zones: analysis paralysis.

This week’s two drills: 30-minute account sprint; decision-process mapping.

7) Specialist pattern

Best-fit: technical sales, inbound, sales engineering-adjacent roles.

Strengths: detail, accuracy, credibility.

Risk zones: low outbound energy.

This week’s two drills: voice reps; jargon-free value narrative.

8) Networker pattern

Best-fit: events, partnerships, community-led growth, outbound SDR with social selling.

Strengths: opening doors, warm intros, rapport.

Risk zones: poor pipeline hygiene.

This week’s two drills: qualification checklist; end-of-day CRM hygiene routine.

Role Fit Map: SDR vs AE vs AM (and Inbound vs Outbound)

Use this map to translate tendencies into role-fit hypotheses.

SDR (Outbound)

• Highest leverage dimensions: Drive + Resilience + Sociability
• Patterns that often thrive: Hunter, Networker, Challenger

AE (Mid-market/Enterprise)

• Highest leverage dimensions: Adaptability + Empathy + Drive
• Patterns that often thrive: Consultant, Strategist, Challenger

AM / CSM (Expansion)

• Highest leverage dimensions: Empathy + Structure + Adaptability
• Patterns that often thrive: Relationship Builder, Consultant, Process Pro

Industry Benchmarks (Practical, Not Pretend-Scientific)

Because benchmarks vary by tool and sample, the most defensible benchmarks are behavioral. Pair your personality result with execution standards like conversion rates and forecast hygiene.

Curated List: Free Sales Personality Test Tools (Directory Guidance)

Many “free” tools are actually free previews. Use a simple classification:

• Fully Free: no payment required for meaningful results (may still have optional email)
• Freemium: basic result free; report depth/features paid
• Free Preview: limited output; paywall for full report

Tool selection checklist (use-case based)

For individual reps: instant results, specific action steps, no paywall to see scores.

For managers/team workshops: shareable outputs, team comparison, facilitation guide, privacy clarity.

For hiring: documentation, consistent administration, accessibility, and strong preference for work samples + structured interviews.

(Note: If you want, I can generate a current, named list of tools with a side-by-side comparison table once you confirm whether you’re targeting individual users, teams, or hiring—because “free” status and gating change frequently and should be verified at publishing time.)

Summary: How to Get Value in the Next 30 Minutes

1. Take the assessment and record your top 2 dimensions and bottom 1.
2. Choose one constraint behavior to train this week.
3. Pair it with a work sample: one mock call + one written follow-up.
4. Re-test in 30 days to track behavior change.

Use personality insights as a lever—not a label.