Clarity
Do they understand what you do?
Strong15 of 15
15 could name what kind of product this is, unprompted.
Saved report, kept for 60 days — expires in 46 days. Re-opening it is free.
01
Your verdict
Relevance
Can they tell what it solves, and who it's for?
Strong15 of 1515 could quickly tell what problem it solves and who it is for.
Value
Do they actually want it?
Fail2 of 152 would take a meeting to learn more.
Differentiation
Fix firstIs there a reason to pick you over the alternatives?
Fail0 of 150 could name a reason to pick you over a similar option.
See what they thought you were
Your page describes: sales recruitment readiness assessment. They said:
- 1×Sales hiring readiness assessment / quiz toolmatches
- 1×Sales hiring readiness assessment toolmatches
- 1×Sales readiness assessment / lead-gen toolmatches
- 1×Sales readiness assessment toolmatches
11 couldn't name one; 4 got it right.
Four separate measures, not stages: all 15 personas answered all four questions. Each square is one persona.
Additional signalBrand alignment1 of 15FailShow finding ▸
Six respondents independently inferred a small European sales or recruitment consultancy — founder-led, not a software vendor or enterprise supplier. Three framed this as a credibility problem specifically, saying the tone, language, and missing trust signals would not clear the bar for enterprise-scale or US-market buyers. Not one of the four layers, and it does not affect the scores above or the order to fix them in.
These are 15 simulated buyers. Want 15 real ones?
Test with humans02
Fix these firstFix these first
Three edits, in the order that matters.
The first is on your weakest layer, the second on the next, the third on the layer the most buyers had a problem with. Each says what to change on the page and why, with one simulated answer behind it.
Explain why these five categories, not any other five.
Why: "5 factoren die bepalen of een salesaanwerving rendeert" is asserted and left there. The five headings — Commercial Reality, Performance Objectives, Onboarding, Sales Intelligence, Commercial Enablement — read as a sensible generic list anyone could publish. Add one line above them stating where they came from: the number of sales hires observed, the pattern in the ones that failed, the years of placements behind it. A concrete origin is what makes a framework someone's rather than everyone's.
6 of 15 raised this
“the five factors (Commercial Reality, Onboarding, Sales Intelligence, etc.) are sensible but generic, any recruitment or sales-ops consultancy could slap the same labels on a quiz”
CEO, Technical Services · 1001-5000 employeessimulated Moves DifferentiationGive a reason to choose youShow a sample result block from the scan.
Why: The page promises "een duidelijk oordeel" and "gericht advies op maat van jouw score" but never shows what that looks like, so the reader has nothing to weigh. Add a visible excerpt of an actual result: one category with its score, the named gap it exposes, and the one action attached to it. Seeing a real Onboarding score of 2/5 with the sentence that follows it does more than three lines of promise.
5 of 15 raised this
“it's a lead magnet for a recruitment/consultancy pitch, not a diagnostic I'd trust to change a hiring decision”
CEO, Technical Services · 1001-5000 employeessimulated Moves ValueShow the product earlySay who receives your answers, next to the CTA.
Why: "Start de scan" appears twice with no indication of what is on the other side of it. Since the page carries no vendor identity at all, add the company name directly beside the button along with what is asked for — ten questions, no email required to see the result, or if an email is required, say so before the click rather than after.
4 of 15 raised this
“There's no name behind it, no sample output, no "we've done this for X companies" proof point”
CEO, Technical Services · 1001-5000 employeessimulated Moves ClarityAnswer the live objection
Keep these · 2
These landed. Keep the wording when you edit around it.
- Keep · Clarity
The headline names the problem and the reader within seconds
“the headline "Hoe groot is de kans dat jouw volgende verkoper zijn investering terugverdient?" tells you immediately this is about de-risking a sales hire, and the five-category breakdown…” Show full quote
“the headline "Hoe groot is de kans dat jouw volgende verkoper zijn investering terugverdient?" tells you immediately this is about de-risking a sales hire, and the five-category breakdown (Commercial Reality, Performance Objectives, Onboarding, Sales Intelligence, Commercial Enablement) spells out exactly what "readiness" means.”
Chief Commercial Officer, Industrial Manufacturing · 501-1000 employeessimulated - Keep · Brand alignment
The tone speaks to the hiring decision-maker rather than an HR generalist
“it assumes I'm the one deciding to hire a salesperson and worrying about ROI, not an HR generalist, so the framing ("of een salesaanwerving rendeert of niet") lands…” Show full quote
“it assumes I'm the one deciding to hire a salesperson and worrying about ROI, not an HR generalist, so the framing ("of een salesaanwerving rendeert of niet") lands correctly.”
Chief Commercial Officer, Industrial Manufacturing · 501-1000 employeessimulated
03
All recommendations
Differentiation
Fail0 of 15Moves DifferentiationProof next to the claim
Add one named client outcome beside the framework.
Why: Nothing on the page shows the scan has ever been applied. Put a single concrete case next to the five factors: a company type, the category that scored lowest, and what changed after they fixed it before hiring. One named result does more to separate this from any other checklist than another line describing the categories.
6 of 15 raised this
“the five factors (Commercial Reality, Onboarding, Sales Intelligence, etc.) are sensible but generic, any recruitment or sales-ops consultancy could slap the same labels on a quiz”
Moves DifferentiationPlain language
Replace English category labels with the plain Dutch behind them.
Why: In an otherwise Dutch page, "Commercial Reality", "Sales Intelligence" and "Commercial Enablement" read as invented internal labels that the reader has to decode from the subline below each. Lead each item with the question it actually asks in Dutch — the subline is already better than the label. This also stops the framework reading as borrowed consultant vocabulary.
6 of 15 raised this
“the five factors (Commercial Reality, Onboarding, Sales Intelligence, etc.) are sensible but generic, any recruitment or sales-ops consultancy could slap the same labels on a quiz”
Value
Fail2 of 15- Shown aboveShow a sample result block from the scan.
Moves ValueSpecifics beat superlatives
Define the scoring: what is measured, what counts as risk.
Why: "Waar je sterk staat en waar je risico loopt" and "een duidelijk oordeel" are evaluative words with no anchor — nowhere does the page say how a score is produced or where the cutoff between strong and at-risk sits. Add a short line under "WAT MEET DE SCAN?" stating that each of the five categories is scored on a stated scale and what threshold flags a risk. Without it the 10 questions read as a form to harvest an email address rather than an assessment.
5 of 15 raised this
“it's a lead magnet for a recruitment/consultancy pitch, not a diagnostic I'd trust to change a hiring decision”
Moves ValueAnswer the live objection
State what happens after you submit — and what it costs.
Why: "Direct je resultaat" leaves open whether the result arrives on screen or in an inbox behind a form, and whether anything is charged or sold afterwards. Say plainly: result on screen immediately, no cost, no call unless you ask for one. That is the objection sitting between the reader and the CTA, and answering it costs one sentence.
5 of 15 raised this
“it's a lead magnet for a recruitment/consultancy pitch, not a diagnostic I'd trust to change a hiring decision”
Clarity
Strong15 of 15Relevance
Strong15 of 15No specific edits needed here — this layer held up.
Brand alignment
Fail1 of 15Moves Brand alignmentSpecifics beat superlatives
State the experience base in numbers, not tone.
Why: The page currently reads as a founder-led boutique because nothing indicates scale or track record. Replace that vacuum with figures the reader can check: how many sales hires assessed, over how many years, in which sectors. "Gebaseerd op X salesaanwervingen bij Y bedrijven" placed under the headline changes the read of everything below it.
5 of 15 raised this
“I picture a small B2B consultancy or boutique agency, maybe 5-20 people, that specializes in sales recruitment or sales enablement consulting — probably European given it's in Dutch,…” Show full quote
“I picture a small B2B consultancy or boutique agency, maybe 5-20 people, that specializes in sales recruitment or sales enablement consulting — probably European given it's in Dutch, and probably built this quiz as a lead-gen tool rather than being a software vendor themselves.”
Moves Brand alignmentProof next to the claim
Name the company and the person behind the scan.
Why: There is no company name, no author, no attribution anywhere between the headline and the last category. A reader being asked to hand over answers about their own commercial weaknesses cannot see who receives them. Add a short signature block: company name, the person who built the scan, and the sales-hiring work that sits behind it.
5 of 15 raised this
“I picture a small B2B consultancy or boutique agency, maybe 5-20 people, that specializes in sales recruitment or sales enablement consulting — probably European given it's in Dutch,…” Show full quote
“I picture a small B2B consultancy or boutique agency, maybe 5-20 people, that specializes in sales recruitment or sales enablement consulting — probably European given it's in Dutch, and probably built this quiz as a lead-gen tool rather than being a software vendor themselves.”
Moves Brand alignmentName the audience
Name the reader's role and company type explicitly.
Why: The opening line correctly targets the person making the hiring call, but it does so by implication — "jouw volgende verkoper" leaves the reader to infer. Make it explicit in the kicker or subline: the owner or commercial director of a B2B company hiring their first or next salesperson. That both confirms the right reader and signals the scan was built for a defined situation rather than everyone.
5 of 15 raised this
“I picture a small B2B consultancy or boutique agency, maybe 5-20 people, that specializes in sales recruitment or sales enablement consulting — probably European given it's in Dutch,…” Show full quote
“I picture a small B2B consultancy or boutique agency, maybe 5-20 people, that specializes in sales recruitment or sales enablement consulting — probably European given it's in Dutch, and probably built this quiz as a lead-gen tool rather than being a software vendor themselves.”
04
Buyer evidence
Biggest risks
A deliberately adversarial read of the same answers. Each claim was checked back against what the personas said and dropped if nothing supported it.
- high
The page converts attention into suspicion: the one thing it does well hands readers straight to an offer they refuse to trust.
8 of 15 credited the headline for naming the problem and reader within seconds (theme 6), but 5 read the quiz as a transparent lead magnet rather than a credible assessment (theme 2) and 4 said they could not value it without a sample report (theme 3). Strong comprehension feeding a discounted offer produces qualified-out readers, not leads.
- high
Anonymity is not a gap, it is the mechanism that kills the framework's authority.
4 respondents found no company name, credentials, or founder identity anywhere (theme 0), and all 6 who addressed the five-factor framework called it undifferentiated specifically because no methodology, data, client evidence, or founder credibility justifies it (theme 4). With nobody standing behind it, the framework has nothing to lean on and defaults to generic.
- high
The core intellectual property of the page — the five factors — is worthless as differentiation. Every respondent who engaged with it rejected it.
Theme 4: 6 of 6 respondents who addressed the five-category framework called it generic. That is a 100% rejection rate on the page's only substantive claim to a proprietary point of view.
- high
The page systematically withholds every element that would let a reader assign it value: no scoring, no benchmarks, no methodology, no pricing, no sample output.
5 cited absent quantitative scoring, benchmarks, methodology and pricing as their reason for discounting the quiz (theme 2); 4 said they needed to see an actual sample report with scores, named gaps and tied advice before assigning any value, 2 wanting sector-relevant benchmarks (theme 3); 1 flagged evaluative language with no thresholds or definitions (themes 1). The omissions are not isolated — they compound into an unevaluable offer.
- high
Readers are sizing the vendor down without being told anything, and the page gives them no evidence to argue with.
6 independently inferred a small founder-led European consultancy, with 3 saying the tone and missing trust signals fail enterprise or US-market credibility bars (theme 5) — an inference made possible only because no company name or credentials appear anywhere (theme 0). The page cedes the scale question by default.
- high
The page cannot support an enterprise or US go-to-market motion in its current state.
3 of the 5 who inferred a small boutique framed it as a credibility failure for enterprise-scale or US buyers (theme 5), and 2 of the 4 wanting a sample report asked for benchmarks specific to their own sector such as industrial manufacturers (theme 3). Neither the trust signals nor the sector evidence required by those buyers exists on the page.
Differentiation
The five assessment factors are seen as sensible but generic, and no respondent could…
6 of 15
“the five factors (Commercial Reality, Onboarding, Sales Intelligence, etc.) are sensible but generic, any recruitment or sales-ops consultancy could slap the same labels on a quiz”
CEO, Technical Services · 1001-5000 employeessimulated See all 5 comments
“the five-category framework (Commercial Reality, Performance Objectives, Onboarding, Sales Intelligence, Commercial Enablement) is a decent skeleton, but it's generic enough that any sales consulting shop could use the…” Show full quote
“the five-category framework (Commercial Reality, Performance Objectives, Onboarding, Sales Intelligence, Commercial Enablement) is a decent skeleton, but it's generic enough that any sales consulting shop could use the same labels. There's no firm name, no logo wall, no "used by 200 manufacturing companies" line, and no named client story”
Chief Commercial Officer, Industrial Manufacturing · 501-1000 employeessimulated “there's nothing here that would rule it in over an alternative with the same structure: no sample output, no explanation of how a score gets calculated, no benchmark…” Show full quote
“there's nothing here that would rule it in over an alternative with the same structure: no sample output, no explanation of how a score gets calculated, no benchmark for what "good" looks like on any dimension.”
Sales Director, Logistics · 51-200 employeessimulated “they're unsourced labels with zero explanation of why these five and not others, and there's no sample output or methodology I could compare against a competitor's version.”
Head of Sales, Complex B2B Services · 201-500 employeessimulated “no mention of who built the framework or what data it's benchmarked against”
CEO, Technical Services · 1001-5000 employeessimulated
Value
The quiz reads as a lead magnet, not a diagnostic anyone would trust
5 of 15
“it's a lead magnet for a recruitment/consultancy pitch, not a diagnostic I'd trust to change a hiring decision”
CEO, Technical Services · 1001-5000 employeessimulated See all 5 comments
“It's a 10-question quiz with no visible scoring methodology or benchmark data behind it — I'd want to see what "risico" actually means quantitatively, like churn rates or…” Show full quote
“It's a 10-question quiz with no visible scoring methodology or benchmark data behind it — I'd want to see what "risico" actually means quantitatively, like churn rates or ramp-time data tied to these five categories, before I'd sit down with anyone.”
CEO, Technical Services · 1001-5000 employeessimulated “there's no mechanism shown for how the score is calculated, no benchmark data behind "vliegende start" or what a good Sales Intelligence score even looks like, so I…” Show full quote
“there's no mechanism shown for how the score is calculated, no benchmark data behind "vliegende start" or what a good Sales Intelligence score even looks like, so I can't tell if it's rigorous or just a lead magnet with a slick label.”
Sales Director, Logistics · 51-200 employeessimulated “a free 10-question quiz isn't going to give me a diagnosis I'd act on — it's going to give me a generic score designed to make me feel…” Show full quote
“a free 10-question quiz isn't going to give me a diagnosis I'd act on — it's going to give me a generic score designed to make me feel exposed so I book a call”
Chief Commercial Officer, Industrial Manufacturing · 501-1000 employeessimulated “No pricing, no proof of methodology behind those five factors, so I'd call it a quiz-based lead magnet for sales hiring/onboarding consulting, not a tool I'd actually buy…” Show full quote
“No pricing, no proof of methodology behind those five factors, so I'd call it a quiz-based lead magnet for sales hiring/onboarding consulting, not a tool I'd actually buy anything from yet.”
Head of Sales, Complex B2B Services · 201-500 employeessimulated Without a sample output, respondents could not judge whether the assessment is worth…
4 of 15
“Seeing an actual sample output - a real filled-in scorecard with specific, non-generic advice for one category - that would tell me if the 'op maat' promise is…” Show full quote
“Seeing an actual sample output - a real filled-in scorecard with specific, non-generic advice for one category - that would tell me if the 'op maat' promise is real or just copy.”
Head of Sales, Complex B2B Services · 201-500 employeessimulated See all 4 comments
“The one outcome that would make it worth my time is the scan flagging a specific, named gap — like "your onboarding process has no defined 90-day milestones"…” Show full quote
“The one outcome that would make it worth my time is the scan flagging a specific, named gap — like "your onboarding process has no defined 90-day milestones" — paired with a benchmark showing how that compares to other industrial manufacturers”
Chief Commercial Officer, Industrial Manufacturing · 501-1000 employeessimulated “it's a self-assessment quiz, not a diagnostic with any real teeth; the "gericht advies op maat" is just a promise, no sample output or proof it's more than…” Show full quote
“it's a self-assessment quiz, not a diagnostic with any real teeth; the "gericht advies op maat" is just a promise, no sample output or proof it's more than generic tips”
Head of Sales, Complex B2B Services · 201-500 employeessimulated “If the follow-up report gave me one concrete, specific action tied to a score — not "gericht advies" but something like "your onboarding score means the rep won't…” Show full quote
“If the follow-up report gave me one concrete, specific action tied to a score — not "gericht advies" but something like "your onboarding score means the rep won't hit quota until month 5, fix X" — that specificity would make it worth the five minutes”
CEO, Technical Services · 1001-5000 employeessimulated
Clarity
The page never says who is behind it
4 of 15
“There's no name behind it, no sample output, no "we've done this for X companies" proof point”
CEO, Technical Services · 1001-5000 employeessimulated See all 4 comments
“What's fuzzy is who's behind it: no company name, no consultancy brand, so I had to infer 'lead-gen for some sales consultancy' rather than read it anywhere.”
Head of Sales, Complex B2B Services · 201-500 employeessimulated “There's no attribution anywhere on the page — no company name, no logo, no 'brought to you by' line — so the categories read like consultant jargon floating…” Show full quote
“There's no attribution anywhere on the page — no company name, no logo, no 'brought to you by' line — so the categories read like consultant jargon floating in a vacuum with nobody standing behind them.”
Chief Commercial Officer, Industrial Manufacturing · 501-1000 employeessimulated “the top label "SALES RECRUITMENT READINESS SCAN" is a bit generic corporate-speak — it could be a training company, a search firm, or an HR tool, and there's…” Show full quote
“the top label "SALES RECRUITMENT READINESS SCAN" is a bit generic corporate-speak — it could be a training company, a search firm, or an HR tool, and there's no company name or logo anchoring it to a specific type of vendor.”
Head of Sales, Complex B2B Services · 201-500 employeessimulated Evaluative language in the copy is not anchored to any threshold or definition
1 of 15
“Phrases like "vliegende start" and "waar je sterk staat" are the culprits — they're evaluative conclusions with no definition behind them, so I can't tell what threshold separates…” Show full quote
“Phrases like "vliegende start" and "waar je sterk staat" are the culprits — they're evaluative conclusions with no definition behind them, so I can't tell what threshold separates a good score from a bad one.”
Sales Director, Logistics · 51-200 employeessimulated The headline names the problem and the reader within seconds
8 of 15 · what worked
“the headline "Hoe groot is de kans dat jouw volgende verkoper zijn investering terugverdient?" tells you immediately this is about de-risking a sales hire, and the five-category breakdown…” Show full quote
“the headline "Hoe groot is de kans dat jouw volgende verkoper zijn investering terugverdient?" tells you immediately this is about de-risking a sales hire, and the five-category breakdown (Commercial Reality, Performance Objectives, Onboarding, Sales Intelligence, Commercial Enablement) spells out exactly what "readiness" means.”
Chief Commercial Officer, Industrial Manufacturing · 501-1000 employeessimulated See all 5 comments
“It's clear within seconds: the problem is "hoe groot is de kans dat jouw volgende verkoper zijn investering terugverdient" — i.e., de-risking a sales hire before you commit…” Show full quote
“It's clear within seconds: the problem is "hoe groot is de kans dat jouw volgende verkoper zijn investering terugverdient" — i.e., de-risking a sales hire before you commit budget to it.”
Sales Director, Logistics · 51-200 employeessimulated “the headline "Hoe groot is de kans dat jouw volgende verkoper zijn investering terugverdient?" and the "10 vragen · 5 minuten · Direct je resultaat" line told me…” Show full quote
“the headline "Hoe groot is de kans dat jouw volgende verkoper zijn investering terugverdient?" and the "10 vragen · 5 minuten · Direct je resultaat" line told me immediately: this is for someone about to hire a salesperson and worried the hire won't pay back.”
Head of Sales, Complex B2B Services · 201-500 employeessimulated “the problem: will your next sales hire actually pay back the investment. That's a real, specific problem I've felt personally given our failed BD hires”
CEO, Technical Services · 1001-5000 employeessimulated “the headline "Hoe groot is de kans dat jouw volgende verkoper zijn investering terugverdient?" tells you exactly the anxiety it's targeting: will this sales hire pay off”
Chief Commercial Officer, Industrial Manufacturing · 501-1000 employeessimulated
Brand alignment
The page reads as a small boutique consultancy, which respondents judged as under-scaled…
5 of 15
“I picture a small B2B consultancy or boutique agency, maybe 5-20 people, that specializes in sales recruitment or sales enablement consulting — probably European given it's in Dutch,…” Show full quote
“I picture a small B2B consultancy or boutique agency, maybe 5-20 people, that specializes in sales recruitment or sales enablement consulting — probably European given it's in Dutch, and probably built this quiz as a lead-gen tool rather than being a software vendor themselves.”
Sales Director, Logistics · 51-200 employeessimulated See all 6 comments
“Honestly this reads like a small, probably European boutique — Dutch copy, "je/jouw" throughout, feels like a 5-20 person recruitment or sales-consulting shop”
Sales Director, Logistics · 51-200 employeessimulated “it's Dutch-market voiced and doesn't read like it's built for a US logistics VP; there's no mention of scale, industry nuance, or enterprise trust signals (case studies, client…” Show full quote
“it's Dutch-market voiced and doesn't read like it's built for a US logistics VP; there's no mention of scale, industry nuance, or enterprise trust signals (case studies, client logos, team bios)”
Sales Director, Logistics · 51-200 employeessimulated “for us this reads too basic, like a top-of-funnel tool for a smaller buyer, not something built with an enterprise CEO's scale or complexity in mind.”
CEO, Technical Services · 1001-5000 employeessimulated “it doesn't feel written for someone at my level; there's no signal they've dealt with multi-country, multi-BU hiring complexity”
CEO, Technical Services · 1001-5000 employeessimulated “it reads like a founder-led shop using this quiz as their top-of-funnel lead magnet, betting the framework itself (five categories) is enough to seem credible”
Chief Commercial Officer, Industrial Manufacturing · 501-1000 employeessimulated The tone speaks to the hiring decision-maker rather than an HR generalist
1 of 15 · what worked
“it assumes I'm the one deciding to hire a salesperson and worrying about ROI, not an HR generalist, so the framing ("of een salesaanwerving rendeert of niet") lands…” Show full quote
“it assumes I'm the one deciding to hire a salesperson and worrying about ROI, not an HR generalist, so the framing ("of een salesaanwerving rendeert of niet") lands correctly.”
Chief Commercial Officer, Industrial Manufacturing · 501-1000 employeessimulated
05
How this works
Who we simulated (15 personas)
15 AI-simulated personas matched to your target market. Each answered independently, without seeing your goal, the scoring criteria, or each other’s answers. Attribution is role, industry and company size only.
CEOTechnical Services · 1001-5000 employeesEU
Sales DirectorLogistics · 51-200 employeesUS
Head of SalesComplex B2B Services · 201-500 employeesEU
Chief Commercial OfficerIndustrial Manufacturing · 501-1000 employeesUS
CEOTechnical Services · 1001-5000 employeesEU
Sales DirectorLogistics · 51-200 employeesUS
Head of SalesComplex B2B Services · 201-500 employeesEU
Chief Commercial OfficerIndustrial Manufacturing · 501-1000 employeesUS
CEOTechnical Services · 1001-5000 employeesEU
Sales DirectorLogistics · 51-200 employeesUS
Head of SalesComplex B2B Services · 201-500 employeesEU
Chief Commercial OfficerIndustrial Manufacturing · 501-1000 employeesUS
CEOTechnical Services · 1001-5000 employeesEU
Sales DirectorLogistics · 51-200 employeesUS
Head of SalesComplex B2B Services · 201-500 employeesEU
Methodology
Every answer on this page was written by an AI model role-playing a buyer profile, scored on Wynter’s B2B Message Layers framework. The personas were sampled in code across role, industry, company size and behavioral traits; the model wrote only the answers. Scores arrive through fixed verdict categories and the counts are computed in our own code, so no number here was written by a model.
Score details: the count and the strength
The count is how many personas cleared the bar on each question. A yes can be unhesitating or come with reservations; the scorecard counts both as a yes, and this is the only place the difference is shown. Per layer:
- Clarity: 15 of 15, all with reservations
- Relevance: 15 of 15, 1 without hesitation, 14 with reservations
- Value: 2 of 15, all with reservations
- Differentiation: 0 of 15
These answers are AI-simulated and directional. Validate anything you’re betting on with real buyers, your ICPs.
Your next 3 moves
- 1.Explain why these five categories, not any other five.
- 2.Show a sample result block from the scan.
- 3.Say who receives your answers, next to the CTA.
See what real buyers say.
A detailed, section-by-section message test report from verified B2B professionals who are actually in-market for what you sell.
Trusted by
RetentionThis report is kept for 60 days, until 23 Oct 2026, then deleted along with the personas, their answers and everything derived from them. The link stays live for that whole period so it can be shared or revisited, and stops working afterwards.
The email address it was requested from is kept beyond that, because it subscribes you to the newsletter — that was the price of the report. You can unsubscribe in one click from any issue, which stops the email without affecting a report still inside its 60 days. The public report page never shows the requester’s address.
The email address it was requested from is kept beyond that, because it subscribes you to the newsletter — that was the price of the report. You can unsubscribe in one click from any issue, which stops the email without affecting a report still inside its 60 days. The public report page never shows the requester’s address.