Client

National Construction Firm

100+ Sales Employees I 6 U.S. Regions


The Challenge

This national construction firm had already invested in a behavioral assessment platform—but they weren’t getting the service or support they needed. Despite the tool’s potential, their team kept being upsold on trainings and coaching they didn’t want, and critical hiring questions remained unanswered. Their national sales leader, overseeing a team of over 100 across six U.S. regions, had grown frustrated. What he needed wasn’t more theory or pitches—he needed a responsive partner who could help his team hire better, faster. That’s when he turned to Leap.

 At the time, the sales team wasn't clear what made a rep successful in their environment. Hiring was trial and error: bring someone in, see if they performed, and part ways if they didn’t. It was costly, time-consuming, and unsustainable.

Our Approach

From day one, Leap focused on meeting the client where they were. Rather than overwhelming their team with one-size-fits-all training, we partnered directly with the national sales leader through flexible coaching sessions and on-demand support. We helped them build a data-informed target profile for hiring, then worked alongside them to interpret results and apply insights in real time. Each quarter, we met with regional sales managers to deepen their understanding of the tool and answer live questions—equipping them to make smarter, faster hiring decisions.

 With a responsive mix of strategy calls, email support, and diagnostics review, Leap became an embedded extension of their team—quietly upgrading their hiring confidence and effectiveness from the inside out.

The Transformation

What began as a switch in vendors became a shift in mindset. By partnering with Leap, this national sales organization began to hire more confidently and efficiently. Managers no longer spent hours sorting through resumes—they can now zero in on the highest-fit candidates and move faster with greater certainty. Over time, the tool became more than a hiring filter—it became a strategic asset.

As results compounded, leaders began exploring new possibilities: How could general managers better understand their teams? How could they adapt support and coaching to drive consistent performance across markets? These questions sparked new conversations—with general managers and other departments seeking to replicate the sales team’s success.

 While education and adoption take time in a large, operationally focused organization, the culture is shifting. The sales leader, once frustrated and underwhelmed, is now a vocal advocate—championing the use of tools and insights that equip leaders to hire, develop, and retain top talent with confidence.

“Leap saved me hours by helping us avoid interviews with candidates who weren't a fit - and the ones we did hire stuck."

- National Sales Leader