Case study · Hiring & pre-employment screening
Closed in a single 14-minute discovery call. Month-to-month at $79. HubSpot integration scoped step-by-step after the dashboard ran for the first cohort.
Dealer onboarding at a franchise like Trimlight is a high-stakes hire — you are picking the human who runs the brand in a regional market for years. The early funnel handles volume well: dealer applicants come in, HubSpot tracks them, and a recruiter does a first pass. The gap sits between “solid applicant on paper” and “ready to put in front of leadership”. Resumes do not separate the ones who close customers from the ones who interview well; reference checks come too late; gut feel after a single phone screen lets bias in. With 30 to 50 solid applicants per month, Trimlight needed objective signal at the mid-funnel gate without spending more recruiter hours per candidate.
The buyer's requirement set heading into the discovery call: a screening bundle the candidate could complete in one sitting, real psychometric coverage (not a single-test gimmick), some way to flag cheating on the cognitive item, candidate-friendly result pages so applicants do not bounce mid-funnel, and a path to integrate with HubSpot when the time is right. Multi-year contracts and per-seat pricing were both off the table — the buyer wanted month-to-month and a flat fee.
On the 14-minute call the bundle landed in three layers. DISC reads how a candidate communicates and influences — the behavioural style for a customer-facing dealer who has to sell the brand locally. Big Five reads the trait baseline — conscientiousness predicts follow-through on dealer commitments, agreeableness predicts how the candidate handles a frustrated customer, stability predicts whether they hold up under monthly revenue pressure. IQ reads general cognitive aptitude — the strongest single predictor of on-the-job performance across roles in the academic meta-analytic literature, and the place where the integrity layer earns its keep: because IQ items have right-or-wrong answers, we see when a candidate switches tabs, opens ChatGPT, or runs a Google search mid-test.
The flow Trimlight ships day one looks like this. A solid dealer applicant lands in HubSpot. Brittany or a team member sends the assessment invite from the JobCannon dashboard — type the candidate's name and email, pick the three tests, send. The candidate clicks the link, no account required, and completes the bundle in roughly 25 to 30 minutes. The dashboard surfaces results as they arrive; a 3-day auto-reminder chases candidates who stall. Trimlight reviews the result alongside their HubSpot applicant record and decides whether to escalate to leadership. Once the cohort has run for a month and Trimlight's tech team has scoped the integration, the same flow moves into HubSpot directly — invites sent from the contact record, results returned as contact properties, filtering done inside HubSpot.
Three lines from the recorded call captured the deal. They are the closest thing to an outcome metric for a three-week-old engagement.
“That's actually why I liked your platform so much, because it really clearly shows you your results in a very, uh, a beautiful way, like you're saying. So I — I like that we can have a dashboard where we can kind of create a profile for what we're looking for, for applicants to become dealers. I think this would be a very good fit.”
Brittany Lind, Dealer Onboarding · 14-minute discovery call · 2026-05-18
“I don't think we wanna start with the free one just because of the volume of applicants I actually end up screening. It's typically between 30 and 50 a month of solid ones, of solid applicants. So I'm thinking about 30 to 50. So no, I think — and then if we end up getting more applicants, we can always scale this up.”
Why Team tier, not Starter
“I think this is gonna bring a lot of really useful information. So I'm excited to get started. So what's the next step to kind of get our dashboard set up for our company?”
The self-close, minute 12 of 14
Trimlight is in JobCannon's internal record as the first paid B2B subscription closed through the live Stripe flow. The Week-21 internal truth document (2026-05-23) logged it as: “B2B первая live-покупка на этой неделе: Trimlight US, $79. Подтверждение что B2B-канал работает, не только теория.” — confirmation that the B2B channel is live, not theoretical. The same week shipped Trimlight's single $79 B2B subscription alongside 24 B2C purchases totalling $117 — Trimlight's $79 was roughly 40% of the week's ~$196 total revenue from a single account.
For a $79/month subscription that is not a meaningful revenue moment in absolute terms. It is a meaningful proof moment: the inbound funnel (the 2026-05-13 email cold-start), the discovery call (14 minutes, Fireflies-recorded), the dashboard demo, the Stripe self-serve checkout, and the month-to-month activation all ran end-to-end on the live B2B surface without manual hand-holding. That is the engineering outcome the case study is documenting. The revenue outcome — what dealer hires look like after a quarter of running the screening bundle, what the integrity-layer flag rate looks like, whether the HubSpot integration ships — is the follow-up case study, not this one.
B2B case studies routinely overpromise. We are noting the scope of this one explicitly so the reader can calibrate.
Every question below was asked by Brittany on the recorded call, in roughly the order asked.
On the discovery call Brittany Lind named the deciding factor in one line: "I don't think we wanna start with the free one just because of the volume of applicants I actually end up screening. It's typically between 30 and 50 a month of solid ones." Starter ships 5 invites — fine for product evaluation, not the right shape for 30-50/month sustained screening. Team at $79/month month-to-month carries 80 invites a month and reuses the same dashboard the customer had been previewing.
The agreed bundle is DISC + Big Five + IQ — chosen on the call after Peter Kolomiets walked through the combo trade-offs. DISC reads behavioural style and influence patterns relevant to a customer-facing dealer role. Big Five (BFI-2 / IPIP-50) reads core personality on Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism — the most research-validated trait model. IQ reads general cognitive aptitude with an integrity-layer signal (right-or-wrong scoring lets us see if the candidate switched tabs to look up answers — Peter's framing on the call: "we can see if people cheat, if they switch, if they ask GPT or Google"). The integrity layer ships on Enterprise by default; Trimlight has it provisioned as part of the Team-tier engagement.
On launch day the Trimlight team will email the assessment link directly to a dealer applicant from the org dashboard — write the candidate name, write the email, choose which tests to include, send. The candidate clicks the link, takes the bundle without creating an account, and submits. The Trimlight dashboard surfaces each candidate's results as they come in. Auto-reminders run on a 3-day default cadence and are customisable per cohort. The medium-term plan is HubSpot integration so the same flow runs inside Trimlight's existing applicant pipeline rather than via the JobCannon dashboard — the customer's tech team will coordinate that phase.
The customer walked into the call pre-sold from a 2026-05-13 email exchange where she had already named the Team-$79 tier. The recorded call covered: a brief dashboard demo, the DISC + Big Five + IQ test-combo walk-through, the result-page preview (Big Five + RIASEC examples), confirmation of HubSpot as the ATS (her ATS, not pushed by us), reminder-cadence configuration, and the registration handoff. The structured discovery kit was skipped because the customer self-qualified: "I think this is gonna be great to add to our screening process… So what's the next step to kind of get our dashboard set up?" The kit's qualifying value was redundant given the inbound signal.
Historically the integrity layer (right-or-wrong scoring on IQ items and switch-tab detection) sits on the Enterprise tier as the standard configuration. For Trimlight's engagement Peter committed on the call to bundle the integrity layer into the Team tier subscription: "this is, like, mostly on enterprise, but we realize now that we can easily, like, combine it to you as well if you choose some tests like IQ." If your hiring use case needs the same combination at Team tier, it is the same conversation — contact the team and we will confirm the feature-flag scope before billing.
Long-term integration scope (in the customer's words: "step by step later") is two-way: send assessment invites from a HubSpot contact record via public API, receive the candidate result back as a HubSpot contact property update so the Trimlight team can filter and triage inside HubSpot without round-tripping through JobCannon. The customer's preferred working pattern, paraphrased from the call: "I would send this off, they still see their results, but I see it on the back end as well, and I can filter that." Integration timing is gated on the customer's tech team scoping the bidirectional sync — JobCannon ships the API surface, the partner side decides when to wire it.
Month-to-month, with the option to switch to an annual contract once the customer has confirmed the platform is delivering. Peter's exact framing on the call: "let's start with months and months, and it will — 'cause again, let's see that you like everything that's working. Then we can see — we can switch it to contract." No multi-year lock-in is required for the Team tier; the same applies across the JobCannon B2B catalog.
If you are screening 30 to 50 candidates per month and the gap is mid-funnel objective signal, the conversation usually fits inside one short discovery call. We will walk the dashboard, show the test combo most likely to fit your role, talk through the cheating-detection layer if your hiring use case needs it, and scope the ATS integration if you have one.
Or email support@jobcannon.io. Self-serve via Stripe at $0 / $29 / $79 / $199 per month. EU data residency, GDPR-compliant.