worked-example.md

Worked example: replicate a converted sales leader

This fictional example illustrates the decision process.

Seed

Jordan Lee converted after moving into a VP Sales role at a 140-person European B2B software company. The user says the useful characteristics were: owns the sales function, works at post-seed scale, and has previously built an outbound team. Geography is preferred but not mandatory.

Confirmed model

Function and ownership: hard constraint, 35 points.
Seniority: preference, 20 points.
B2B software context: preference, 20 points.
Company size 50–250: hard constraint, 15 points.
Europe: preference, 10 points.

Candidate A

VP Revenue at a 170-person B2B software company in France, previously Director of Sales Development.

Function: 32/35 — owns revenue, slightly broader than sales.
Seniority: 20/20.
Context: 20/20.
Size: 15/15.
Geography: 10/10.
Trajectory adjustment: +3 for directly evidenced outbound-team leadership.
Final: 100 after capping.

Why: matches the ownership, stage, market, and career pattern that mattered. Largest mismatch: revenue scope is broader than the seed's sales-only remit.

Candidate B

Head of Sales at a 420-person developer-tools company in the United States.

Function: 35/35.
Seniority: 12/20 — title scope is unclear.
Context: 18/20.
Size: 0/15 — fails the hard company-size constraint.
Geography: 3/10.
Final: 68, but excluded because a hard constraint failed.

The score alone does not override the confirmed constraint.

Widening decision

Only three candidates clear 75. The user asked for ten. Do not return seven weak profiles. Offer one change: widen the company band from 50–250 to 50–500 while keeping function and B2B context fixed, then rerun and label every candidate added by that relaxation.