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The most expensive hire is the one you make twice

Get it right the first time. Professional hiring assessment gives you evidence on how someone will perform, before the offer. We take the odds of a serious mis-hire from 1 in 5 to 1 in 50. 

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Professional hires made on evidence, not impressions

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What changes

Predict performance based on potential, not past experience

Two candidates with the same job title have had two completely different careers. 

An assessment reveals how candidates perform under pressure and work with others, helping you focus interviews on the people most likely to fit your team. 

Same title, different careers

A resume records where somebody was and for how long. It does not record how they got on once they were there, or which parts of it they would want to repeat. 

Evidence early, not late

Assessment sits before the field narrows, so you choose who to spend interview time on from evidence rather than from a first read of the paperwork, and you go into the interview knowing what to probe. 

This is your leadership bench

The professional hires that work out are the people you promote in three years. Getting this level right is how a pipeline of future leaders gets built, one appointment at a time. 

How it works

What a professional hiring assessment measures

Three steps, and none of them is a workshop 

Step 1

Agree the standard

You define what strong performance looks like in this specific role, not in a generic profile of the job title. Role success profiling turns that into something measurable in one sitting rather than a workshop series. 

Step 2

Assess to the depth

Behavioral Essentials is the practical default at professional level. Behavioral Deep Dive where the appointment justifies more, and cognitive ability alongside either where reasoning matters to the role. 

Step 3

Hand your manager evidence

One score against the standard you agreed, a clear recommendation to progress, review or reject, and interview questions written from this candidate's own gaps rather than a generic list.  

1 in 5 to
1 in 50

How much the evidence actually changes

The same field of candidates, assessed or not. 

Hire on a resume and an interview and roughly one professional hire in five goes wrong. Add our behavioral assessment and it is one in fifty. Same field, a tenth of the risk. Powered by Wave®: predictive validity of 0.57, independently verified, and 27 out of 30 across six technical areas on an independent British Psychological Society review. 

What it saves you

What one wrong professional hire costs you

A mis-hire costs more than salary: you pay to recruit and ramp twice, while managers and teams absorb the impact of an underperforming role. Tell us how you assess professional candidates today and how many you hire a year, and see how many hires are likely to go wrong, what they cost you, and what assessing with Saville would save.
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Client proof

What changed once they had evidence on the shortlist

Illimity rebuilt its recruitment process around behavioral evidence and an interview guide built from each candidate's own results, with an onboarding report carrying the same evidence into the first weeks of the job.  

Illimity
Financial services
Read case study See all case studies

“It has added value to our recruitment conversations because all candidates, regardless of success in application or not, get developmental feedback impartially from the assessment. Allowed us to be specific about our requirements and shortlist in a consistent and unbiased way.” 

 

Ricoh
Technology
Read case study See all case studies
Results you can rely on

How we know a cognitive ability result is real

Where a professional role calls for reasoning as well as behavior, the test is taken remotely and unsupervised, and it is the first thing your leadership will ask about. Here is the answer you can take back to them. 

Unusual response patterns, flagged automatically

We detect abnormally strong or unusual response patterns and flag the candidate for a re-test. It is already running, and it adds nothing to what the candidate has to do.  

Remote supervision, where the stakes demand it

For regulated, safety-critical or high-volume hiring, supervised assessment is available as an upgrade through our partner network. Most clients do not need it. It is there when you do. 

Help & Support

Frequently asked questions

The things talent acquisition teams ask us first when they are putting assessment in at this level for the first time. If yours is not here, ask us directly. 

Because the standard comes from your role first and is validated against how people in that role actually perform. Our behavioral questionnaire has independently verified predictive validity of 0.57, and scored 27 out of 30 across six technical areas on an independent British Psychological Society review. We will show you the evidence for your role family before you buy. 

Get Started

Tell us what you are hiring for

Thirty minutes. One of your live roles, profiled and assessed, and your own number at the end of it. 

  • A live role turned into a measurable standard while you watch
  • What your hiring manager would actually receive
  • Your cost of a professional mis-hire, calculated properly