Illustrative data
Inputs
Internal dataExternal dataQuantitative dataSubjective data
Hire Smart™: hire people built to stay and perform.
We model your four types of employee, find what your best long-tenured people share, and rebuild hiring around it.
Candidates must show the 3 to 5 traits that matter most for high performers who stay.
Recruiting time goes to candidates who fit the profile.
Illustrative data
High performer, early exit
High performer, long tenureThe profile we hire for
Low performer, early exit
Low performer, long tenure
Tenure: short to longPerformance: low to highFrom profile to hiring process.
Illustrative data
Profile of each quadrant
Illustrative data
3 to 5 weighted traits
Illustrative data
Redesigned hiring
- Which companies and geographies to recruit from
- What the job posting says
- Interview questions
- Forms candidates complete
- Who interviews and what each assesses
- Pay and job environment to attract the best
Your team hires only candidates who show all of the key traits.
Four employee types
We model all four and build your hiring around the one that stays and performs.
Low performer, early exit
Acceptable churn
Low performer, long tenure
Accountability gap
High performer, early exit
Avoidable loss
High performer, long tenure
The profile to hire for
Six parts of hiring redesigned
Candidates must show the 3 to 5 traits that matter most for high performers who stay.
- 1.
Where to recruit: companies and geographies
- 2.
Job postings rewritten around what stays
- 3.
Interview questions and scoring
- 4.
Who interviews and what each assesses
- 5.
Pay and environment to attract the best
- 6.
Performance data fed back into scoring
4
employee types
3 to 5
key traits
6
parts of hiring redesigned
0
keyword matching
Model who stays and performs
We build profiles of all four employee types from your internal data, external data, and subjective inputs.
Weight what matters
Typically 3 to 5 traits separate your best long-tenured people from everyone else. We find them.
Rebuild hiring end to end
Job postings, interview questions, scoring, and sourcing are all rewritten around the profile that works.
No keyword matching
Candidates are scored on behavior, not résumé keywords. Performance data feeds back into scoring over time.