AI Interview bot (Jessica)
Your SDR Coach.
A structured guide for students who want to break into Sales using the AI roleplay bot to practice real-world B2B cold calling across three industry verticals..
Guide:
How to use.
Guide:
How to use.
01
JESSICA ASKS YOUR NAME
Every session starts here. Keep it natural - just reply with your name.
02
QUICK RAPPORT- TWO QUESTIONS
Jessica greets you by name, asks how you are and where you're based. That's it. Don't overthink it.
03
INTERVIEW QUESTIONS BEGIN
Once the report is done, Jessica moves straight into Stage 1 questions, starting with "Tell me about yourself," answering under 90 seconds, no rambling.
04
FEEDBACK AFTER EACH ANSWER
Jessica scores your responses and gives you one fix. Work on that one thing before moving on
Success stories
People we have helped into Sales roles.
People we have helped into Sales roles.
Success stories
People we have helped into Sales roles.
People we have helped into Sales roles.
Transitioning into tech sales from finance is something I’d wanted to do for ages, but I honestly didn’t think I had the right skills or a clear path to land a good role. Aaron helped me see how transferable my experience was, showed me exactly how to start landing interviews, and coached me through each stage so I could handle the process with confidence. I ended up with two SDR offer.
Landed a £50k/year SDR role in just 2 weeks with zero experience and no degree after training on Sales Placement Path. Built a hireable CV + LinkedIn, used the outreach templates to book interviews fast, and drilled cold calls/objections with the AI practice bots until delivery was calm and structured. Went into interviews with clear, repeatable answers!
Cannot recommend Aaron enough. The 1:1 support after the camp genuinely made the difference, they didn’t just give theory, they helped me tighten up my answers and actually sound interview-ready. The interview stage is always the hardest part, but having the role nailed and knowing what hiring managers listen for gave me loads more confidence going into those conversations. 5/5 from me.
I can’t thank Aaron & Sales Placement Path enough. They guided me through every stage of the interview process and helped me stand out at each step — from my story to my structure to my delivery. The hiring managers genuinely loved how clear and confident my answers were. If you want a smooth, supported transition into tech sales (or you’re interviewing at a new company), I couldn’t recommend this more.
£55k/year in 5 weeks From engineer to a six-figure earning path in just 5 weeks — with zero sales experience. Before Sales Placement Path, he’d been doing 60+ applications with no offers and didn’t know how to structure interview answers. After joining, we rebuilt his story, tightened his CV/LinkedIn, and drilled mock interviews + objection handling until he sounded calm, clear, and hireable — then the interviews started landing fast and he closed at £55k.
Aaron helped me prepare for the interviews and gauge the kinds of questions that would come up. The Sales Placement Path also gave me a lot of insight into the mock call I'd face during the interview process and helped me understand the pains businesses tend to face. I have no idea how I'd have prepared without their 1:1 guidance, having no previous experience in sales or in the tech world.
I went from working as a dental nurse, commuting every day, to landing an SDR role at ZigZag Global in just 2 weeks after coaching and completing Sales Placement Path.
I Landed a £65,000 tech sales job in 6 weeks at 22 years old with 0 experience no degree. After joining Sales Placement Path, I followed the daily outreach system and drilled interviews with our AI bots until it all finally clicked
The Sales Placement Path was instrumental in helping me transition from recruitment into tech sales. The training made the SDR role crystal clear and showed me how to turn my existing skills into a sales-ready story. They were always on hand to answer questions and kept me sharp for every interview stage. With the structure and support, I stopped guessing, started landing interviews quickly, and felt genuinely confident going into each one.
From Primark to sales — and beyond. I went from working retail with no clear direction to landing her first sales role through structured coaching and real interview practice.
I landed my first tech sales role at Connected 🚀 Aaron approach to the market is just different and it shows in results! I remember I had no idea what to do after uni but he guided me.
I landed his BDR role at Braintree for £65,000! Breaking into tech sales takes strategy and support. Whether you’re new to tech sales or a pro looking to sharpen your edge, this is the kind of guidance that makes the difference.
Common SDR Interview Mistakes:
Rambling past 90 seconds on any answer - interviewers lose confidence fast.Too many tools, no visibility
Buzzwords with no meaning ("I'm passionate, driven, a people person")
Not closing the interview - always ask for next steps before you leave.
No concrete examples - claims with no proof are invisible and hold no weightToo many tools, no visibility
Weak "Why SDR" - if it doesn't sound specific to this role, it won't land.
Saying "I just really need a job" - even implying it kills the call because of desperation
Target Personas:
IT Manager | Head of Security | CISO
Pain Points to Reference:
Too many tools, no visibility
Compliance pressure
Security gaps
Step 1 Example you can use: Permission Opener
"Hi bot, it's [Your Name] calling from SPP. Cold call — do you have 20 seconds and I'll tell you why I called, then you can bin me?"
Step 2 after they say yes: Reason for Call
"I speak to IT leaders dealing with cloud exposure and compliance gaps. Usually shows up as tool sprawl and low visibility. Is that on your radar?"
Step 3 Ask questions: Qualify
Qualifying is asking the right questions to confirm fit (need, timing, authority, budget) so you focus on the best opportunities and don't waste time on dead-end deals
Step 4 Ask for a meeting: Close
The close on a cold call is a clear next step ask, usually a quick meeting linked to the problem you uncovered on the call (e.g. "Worth 15 minutes to see if this is relevant?")
HANDLE OBJECTIONS
RECIEVE SCORE & APPLY FEEDBACK
Target Personas:
Finance Manager | Head of Finance | CFO
Pain Points to Reference:
Slow reconciliation
Spreadsheet chaos
Poor cashflow visibility
Step 1 Example you can use: Permission Opener
"Hi bot, it's [Your Name] calling from SPP. This is a cold call — do you have a minute?
Step 2 after they say yes: Reason for Call
"I speak to finance teams dealing with manual reconciliation. Usually shows up as slow month-end and poor cashflow visibility. Is this something you're seeing?"
Step 3 Ask questions: Qualify
Qualifying is asking the right questions to confirm fit (need, timing, authority, budget) so you focus on the best opportunities and don't waste time on dead-end deals
Step 4 Ask for a meeting: Close
The close on a cold call is a clear next step ask, usually a quick meeting linked to the problem you uncovered on the call (e.g. "You mentioned (challenge), would love to get you on a quick zoom call to discuss how we could fix that, are you free at x time tomorrow?
HANDLE OBJECTIONS
RECIEVE SCORE & APPLY FEEDBACK
Target Personas:
HR Manager | People Ops | Talent Lead
Pain Points to Reference:
Slow hiring cycles
Admin overload
Inconsistant onboarding
Step 1 Example you can use: Permission Opener
"Hi bot, it's [Your Name] calling from SPP. I'm gonna be honest this is a cold call. Do you have 30 seconds to tell you why I called?"
Step 2 after they say yes: Reason for Call
"I speak to people teams dealing with slow hiring and messy onboarding. Usually shows up as admin overload and inconsistent new starter experience. Is this an issue their"
Step 3 Ask questions: Qualify
Qualifying is asking the right questions to confirm fit (need, timing, authority, budget) so you focus on the best opportunities and don't waste time on dead-end deals
Step 4 Ask for a meeting: Close
The close on a cold call is a clear next step ask, usually a quick meeting linked to the problem you uncovered on the call (e.g. "You mentioned (challenge), we worked with x company who we helped these exact challenges with our solution, are you free to discuss how we helped solve these issues?
HANDLE OBJECTIONS
RECIEVE SCORE & APPLY FEEDBACK
Want a guaranteed tech sales job?
Limited Spots availablE!
Common SDR Interview Mistakes:
Rambling past 90 seconds on any answer - interviewers lose confidence fast.Too many tools, no visibility
Buzzwords with no meaning ("I'm passionate, driven, a people person")
Not closing the interview - always ask for next steps before you leave.
No concrete examples - claims with no proof are invisible and hold no weightToo many tools, no visibility
Weak "Why SDR" - if it doesn't sound specific to this role, it won't land.
Saying "I just really need a job" - even implying it kills the call because of desperation
Want a guaranteed tech sales job?
Limited Spots availablE!
Ground rules:
Don't traill off. Land the last Make a c- line with intention.
Nervous speed you up. Slowing down reads as confidence, even when you don't feel it.
Make a claim, back it with real examples, then link it back to the role. Every time.
Don't stack examples, go deeper on one. Specificity is what interviewers remember
Before you leave the interview, "What are the next steps from here?" Don't wait to be told
Jessica gives you one fix per session. Work on that for your next run. Don't skip ahead.
Ground rules:
Don't traill off. Land the last Make a c- line with intention.
Nervous speed you up. Slowing down reads as confidence, even when you don't feel it.
Make a claim, back it with real examples, then link it back to the role. Every time.
Don't stack examples, go deeper on one. Specificity is what interviewers remember
Before you leave the interview, "What are the next steps from here?" Don't wait to be told
Jessica gives you one fix per session. Work on that for your next run. Don't skip ahead.
Strong Questions to Ask the Recruiter:
What does the 30/60/90-day ramp look like for a new SDR here?
Shows you're thinking about performance from day one, not just getting the job.
Hows is performance measured in the first 90 days, and what does hitting target look like?
Signals you're metrics-driven and want clear expectations
What do you see as the biggest reason SDR's struggle in this team?
Gets you honest intel and shows self-awareness
What separates your top performers from the rest - beyond just work ethic?
Helps you understand what to model and signals strategic thinking.
What does the on-boarding and training structure look like?
Shows you care about being set up to succeed, not just starting.
What's the typical progression path from SDR here, and how long does it usually take?
Demonstrates ambition and long-term thinking.
Based on what we've discussed today, is there anything you'd want me to expand on?
Always end by giving them change to raise concerns before you leave.
