of new hires fail within 18 months. Most failures are predictable—and preventable—before the offer is extended.
"How do I avoid making the wrong decision again?"
When your new hire fails to become productive, you absorb the damage—financially, operationally, and personally.
The total cost of a failed hire when you account for recruiting, training, lost productivity, and replacement costs.
Time spent managing underperformance, doing work you hired someone else to do, and restarting the search.
That's all it takes to derail a project, demoralize a team, and undermine your credibility as a leader.
You don't need better sourcing or faster recruiting. You need confidence that the decision you're about to make is the right one.
The Candidate Fit Analyzer maps evidence against job requirements—so you know exactly what's confirmed, what's missing, and what questions to ask next.
Job description, resume, interview notes, transcripts—anything you have. The more evidence, the clearer the picture.
See what's verified, what's partial, and what's completely missing against each Key Performance Objective for the role.
For every gap, get specific questions designed to validate or eliminate the candidate—no more guessing what to ask.
Make the call knowing exactly what you're confident about—and what you're taking on faith.
Resume + interview confirm 3 product launches across eng/sales/marketing teams.
Claims $2M deals but no specifics on cycle length or stakeholder navigation.
KPO requires this—no evidence in any materials. Critical gap.
Our 18-factor analysis evaluates Quality of Hire for the company AND Career Move potential for the candidate—because sustainable hires require mutual upside.
Company Confidence, Career Move Score, and Win-Win Probability—all calculated from evidence, not impressions.
Job Fit, Team Fit, Managerial Fit, Cultural Fit, and six more factors—each scored with specific evidence and validation steps.
The "30% Solution" framework ensures the role offers genuine growth—so the candidate stays engaged beyond year one.
What the company must validate AND what the candidate needs to learn—both perspectives matter for Win-Win outcomes.
Specific next steps that close the biggest gaps—prioritized by impact so you reach decision-ready confidence fast.
Hire, No-Hire, or Conditional Hire with explicit 90-day success conditions—no more ambiguous "we liked them."
See how evidence gaps are identified and a clear path to confident decision-making is mapped out.
The best hiring managers don't have better intuition. They have better evidence. Upload your materials and see what you actually know—before it's too late.