Hire people built to stay and perform.
We model your four types of employee, find the 3 to 5 traits your best long-tenured people share, and rebuild hiring around them. Then we map every person on your team against an Ideal Profile, leaders first.
The report you receive
Who stays, who performs, and who to hire.
Hire Smart™
Hire people built to stay and perform
Your four employee types
Accountability gap
The profile to hire for
Acceptable churn
Avoidable loss
LowPerformanceHigh
4 traits every hire must show
- 1Learns fast
- 2Owns the outcome
- 3Steady under pressure
- 4Team first
Where to recruit
Plan of attack
- Fix job postings
- Change who interviews
- Fix interview questions
- Recruit from target sources
This is an example report. Illustrative data.
Your team on one page
Every skill, every person, against the Ideal Profile.
Hire Smart™
Team skills matrix
Phase 1: Leaders
Phase 2: The rest of the team
This is an example matrix. Illustrative data. Your skill set is built for each role from your own best long-tenured people, and is far more granular than the 12 shown here.
The interview scorecard
Candidates scored on behavior, not keywords.
Hire Smart™
Interview scorecard
Candidate 14
Customer Care Agent
Interviewed by two people, each assessing different traits
- Learns fast30%
- Owns the outcome30%
- Steady under pressure25%
- Team first15%
Shows all four key traits
Weighted score 4.5 out of 5
This is an example scorecard. Illustrative data. Your questions and weights are built from your own best long-tenured people.
How it works
How we build your Hire Smart.
Internal data
Data you already have
External data
Competitors and local talent pool
Quantitative data
Performance and tenure
Subjective data
Manager and employee input
EIP model
Built on your four employee types
Your 3 to 5 target traits
Hiring redesigned end to end
We model all four employee types: 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).
How it unfolds
From your best people to your next hire.
Step 1
Start with data you already have
Your own records on who stayed, who left, and how each person performed. We sort every employee into one of four types.
Fig. 1 Step 2
Add what your people know
Short conversations with managers and employees about what your best long-tenured people do differently.
Fig. 2 Step 3
Look outside your walls
Which competitors and which zip codes produce people who stay. We find where your best hires come from.
Fig. 3 Step 4
Rebuild hiring around the traits
The 3 to 5 traits your best people share become your postings, your interview questions, your scorecard, and your interview panel.
Fig. 4
Six parts of hiring, redesigned
- 01
Where to recruit
Companies and geographies that produce people who stay.
- 02
Job postings
Rewritten around the traits of people who stay.
- 03
Interview questions and scoring
Built to test for the 3 to 5 weighted traits.
- 04
Who interviews
Who is in the room and what each person assesses.
- 05
Pay and environment
What it takes to attract the best candidates.
- 06
Performance feedback
Performance data fed back into scoring over time.
Start with a conversation
Start small. See results in 7 days.
Send us 7 standard columns from your HR system, usually a few clicks to export, for a small group of your employees. No contract or commitment. If it does not surprise you, walk away.