Job Strategy AIJob StrategyAI

    For hiring teams

    Before a candidate ever speaks to your team, you know how they handle ambiguity, how they respond to feedback, how they decide under pressure, and whether their judgment fits what this role actually requires.

    Create employer account Book a 20-minute walkthrough

    Free to post. The first 25 scored assessments on every role are on us.

    46%of new hires fail within 18 monthsLeadership IQ
    $17,000average loss per bad hireCareerBuilder, 2024
    17%of a manager's time goes to underperformersSHRM
    48%of the time talent teams met their hiring goals in 2024GoodTime, 2024

    01The cost of a miss

    Cost per hire is only the recruiting bill. Replacement runs to a multiple of salary, and the people managing the miss lose nearly a day a week to it.

    $4,700average cost per hire, before onboardingSHRM
    50% to 200%of annual salary to replace an employeeEntry-level and hourly roles 50% to 75%. Mid-level technical and managerial roles 100% to 150%. Executive and senior specialist roles 200% or more.SHRM
    $240,000for an executive-level bad hireCareerBuilder, 2024
    82%of hiring managers saw warning signs and hired anywayThe reasons: time pressure, confidence they could coach the person, or simply wanting the search to be over.Leadership IQ, 2020
    Most of the managers who saw warning signs saw them mid-interview, after a good impression had already formed. A pre-conversation brief separates the data from the relationship.
    Leadership IQ, 2020

    02How it works

    1. 01

      Post a verified role

      Verify your company domain, write the posting, and rate how much the role needs each of the five dimensions. Verified companies carry a Transparent Employer badge that the best candidates filter by.

    2. 02

      Every applicant gets their own scenarios

      8 situations drawn from your job description and their own resume, generated for that person alone and never reused. No answer key exists to search for.

    3. 03

      Read the brief before you talk

      A read on each dimension with a short narrative and how consistent the signal was, a judgement-quality read on their written answers, and a fit score weighted by what you said the role needs.

    4. 04

      Interview the right people, better

      Hidden gems surfaces strong reasoners a resume filter would have dropped. Invite finalists to a technical round. Bring the interview prompts we suggest where a read was mixed.

    03What you read

    When you post a role you rate each dimension as critical, important or nice to have. Fit is a weighted read against that, not a rank against other applicants. A critical dimension with a thin read never gets carried by one lucky answer.

    CriticalImportantNice to have

    Each dimension maps to a documented predictor of performance. Read the research basis.

    1. 01 · Coachability

      What do they do when they're told they're wrong?

      Adjusting the approach, no defensive language, and taking in new information even when it means changing course.

    2. 02 · Decision quality

      How do they decide when there is no obvious answer?

      Structured thinking, assumptions stated out loud, priorities named, and honesty about what they don't know.

    3. 03 · Emotional signals

      What happens when a person, not a problem, is the hard part?

      De-escalation over escalation, taking the other person's view, directness without harshness, and a response that fits the size of the situation.

    4. 04 · Role judgment

      Do they think the way this job actually requires?

      Pattern recognition specific to the role, not generic professional behaviour. Whether their natural orientation matches the real cognitive demands of the job.

    5. 05 · Conscientiousness

      Will they follow through when it's inconvenient?

      Does the approach in scenario three match what they signalled in scenario one? Inconsistency under pressure is itself a signal.

    04What good hiring looks like

    91%improved employee retentionTestGorilla, 2024
    88%fewer mis-hiresTestGorilla, 2024
    78%reduction in cost-to-hireTestGorilla, 2024
    90%improved diversityTestGorilla, 2024
    94%agree skills-based assessment predicts performance better than resumesTestGorilla, 2024
    $7,800 to $22,500saved per hire on a $60,000 role from fewer mis-hiresTestGorilla, 2024

    05Transparent Employer

    Strong applicants ration their time. A posting from a company that verifies its domain, states the salary and commits to replying gets a tailored application. Everything else gets a copy-paste, or nothing.

    • Verified company domain, a real team behind every posting
    • Salary range on every posting
    • Every applicant gets an answer
    • Assessment results shared with the candidate
    Get verified

    Your company

    yourcompany.com

    Verified

    This is what candidates see beside your postings.

    06Pricing

    Free to post. Pay only for assessments past the first 25.

    Every posting includes 25 scored first-round assessments. After that, one credit scores one candidate. No subscription.

    Create your employer account, verify your domain, post your first role and rate what it needs. Under an hour, free to start.

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