How we think

How effective is your company at placing people in the right seats who have an innate ability and potential to do well in the role? Leaders want people who have a proven potential to perform, based on validated data. Great potential means great role, team, and organizational or cultural fit. When achieved people are likely to be more engaged, fulfilled, and enriched. They are impactful participants. If we can measure the key drivers of individuals and team performance we have a basis on which to improve personnel and team investments, to predictably develop and sustain high-performing teams

A closer look at the process, output, benefits, and engagement steps. Developing a performance fingerprint algorithm that's custom validated, using incumbent team data across the spectrum from under-performers to top performers delivers a unique understanding of performance drivers. The strategic focus on business results and a unique approach to eliminating bias opportunity mean the outcomes include reducing costs, identifying revenue opportunities, and enhancing customer experience.

Blind recruitment is the best practice to remove unconscious bias and ensure equal employment opportunity and workplace diversity, equity, and inclusion. When human-centric science and data-driven analysis is rigorously applied to the hiring process decisions are faster better and consistently more accurate; with less effort, frustration, and failure than conventional methods. Developing a performance fingerprint algorithm that's custom validated, using incumbent team data across the spectrum from underperformers to top performers delivers a unique understanding of performance drivers.