The Power of Simmie's Rubrics: Score Any Conversation Against One Bar

Most sales feedback fails for one reason: there's no shared definition of "good." A rubric fixes that - it turns "good call" into a specific, repeatable bar. What's new is that Simmie makes that bar do things a paper scorecard never could.

Describe the standard, get a working rubric

You used to need an analyst to build a scorecard and a manager to apply it. Now you type two sentences in plain English and the Rubric Builder generates the whole thing: purpose, evaluation method, weighted criteria, and a practice script that targets the weakest areas.

Even better, you can paste in what you already have - your existing scorecard, a manager's coaching framework, a Gong review template, even a chapter from a sales book - and Simmie turns it into a live rubric. Refining is just as fast: "Make discovery worth 30 points." "Be tougher, everyone's getting an 85." The bar bends to your standard, not the other way around.

Score anything, your way

If a human could grade it from a transcript, Simmie can score it - cold calls, demos, negotiations, support, onboarding, hiring screens, even clinical intakes. And you choose how: points (weighted to 100, to rank and track progress), grades (A-F against a hiring bar), or pass / no pass (for compliance and ramp gates). You can mix them too - pass/no pass on the must-do behaviors, points on the rest. Set one passing threshold in your org settings and it applies everywhere.

The same bar, in practice and on real calls

This is what wasn't possible before. The rubric you build doesn't just grade a role play - it scores live calls against the identical criteria. Every attempt comes back with a per-criterion score, a sentence on why, and a recommended practice script aimed at the gap. The rubric stops being a measurement and becomes the loop: it finds the weakness and hands the rep the exact reps that fix it - at scale, without a manager listening to every call.

What makes a rubric work

• **4-8 criteria.** More than that and feedback gets diluted - reps can't fix ten things at once.
• **Behaviors, not vibes.** "Asked three open-ended discovery questions" beats "showed curiosity."
• **Tied to outcomes.** A criterion earns its slot only if improving it moves pipeline, win rates, or ramp time.

Not sure where to start? Drop in "Build a rubric for an SDR discovery call using MEDDPICC" or "Score a clinical patient intake, pass/no pass on the must-do behaviors." Two sentences is enough.

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Want to put your standard into a rubric?

We'll show you how Simmie turns your scorecard or methodology into a working rubric that scores both practice and live calls. Schedule a consultation and we'll build one against your playbook.