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Configuring Score Fields

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When to Use Score Fields

• Evaluating sales skills (e.g., Discovery, Demo Delivery, Objection Handling).
• Assessing call quality or adherence to a process.
• Rating prospect fit or qualification level.
• Tracking coaching impact over time.

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Creating a Score Field

1. Follow the steps in Managing Fields.
2. During creation, select “Score” as the field type.
3. Define a clear Purpose (description) explaining what this score measures and why.
4. Proceed to the Chat Editor to define the core prompt components.

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Defining the Rubric (in Instructions)

• Structure: Use Markdown headings for each score level (e.g., ### 10/10, ### 8/10, etc.) and bullet points for the criteria under each level.
• Clarity: Criteria should be unambiguous and distinct between levels. What specifically differentiates a score of 8 from a 7 or 9?
• Observable Evidence: Base criteria on things the AI can detect in the interaction text (e.g., “Asked about X”, “Mentioned Y”, “Quantified pain point Z”). Avoid purely subjective criteria unless clearly defined with examples in the Directions.
• Completeness: Cover the expected range of performance, from excellent to poor (or not applicable).
• Weighting (Implicit): While not explicitly weighted, prioritize critical behaviors in higher score bands and note critical misses that might cap the score (use Directions or rubric notes for score caps).

# Discovery Quality Rubric

Evaluate the rep's effectiveness in conducting discovery during the call based on the following criteria.

### 10/10: Excellence

- Mastery of all 8/10 criteria PLUS identification of unstated needs or strategic opportunities.
- Seamlessly navigated organizational structure and identified multi-level buy-in.
- Clearly articulated quantifiable impact linked directly to prospect's strategic goals.

### 8/10: Strong Execution

- Successfully uncovered and quantified at least 2 major business pain points.
- Identified the primary decision-maker AND their key decision criteria.
- Established a clear understanding of the prospect's timeline and budget range/process.
- Asked relevant questions about the prospect's current tech stack and integration needs.

### 6/10: Competent Performance

- Identified general business challenges, but quantification was limited.
- Identified some key stakeholders, possibly including the likely decision-maker.
- Gained a basic understanding of either timeline or budget, but not both in detail.
- Asked some questions about the current situation.

... (Define criteria for 4/10, 2/10, 0/10) ...

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Using Directions for Scores

• Provide specific examples of questions or statements that exemplify different score levels.
• Clarify how to handle edge cases (e.g., prospect refuses to discuss budget).
• Specify if certain criteria are “must-haves” for higher scores or if missing them imposes a score cap (e.g., “SPECIAL INSTRUCTION: If the rep does not ask about the decision process, the maximum score is 6/10.”).
• Define the expected tone or depth of analysis for the Pros/Cons/Suggestions.

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Understanding the Output

• score: The numeric rating (e.g., 7.0). Can be null if deemed not applicable by the rubric/AI.
• pros: A textual explanation of what the rep did well, referencing specific rubric criteria and examples from the interaction.
• cons: A textual explanation of what the rep missed or could have done better, referencing specific rubric criteria and examples.
• suggestions: Actionable advice for improvement based on the Cons.