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Know who will succeed, before you hire them

You set the standard for the role. Our recruitment assessment tools score every candidate against it, and cut bad-hire odds from 1 in 5 to 1 in 50. 

Hiring for every kind of role, in every kind of organization

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The difference

Most assessments describe a candidate.

Ours predict their in-role performance.

A personality profile tells you what someone is like in general. That leaves your hiring manager to work out whether being like that means they will succeed in this role. We start from the role instead, and it stays the anchor from the first interview to the next promotion. 

Start with the problem

What are you hiring for?

The evidence is the same. What changes is the shape of the decision. 

Volume hiring

Thousands of applications and a small team. You need a first cut you can stand behind, not a lottery. 

Screen thousands, fairly

Early careers

No work history to read. Grades tell you who studied well, not who will do the job well. 

Spot potential early

Professional hiring

A shortlist where everyone looks equally credible on paper. What separates them is how they work, and no resume shows you that. 

See who will actually deliver

Leadership and executive

One appointment that sets the direction for years. Too important to rest on chemistry in a room. 

Find the right leader

Sales and commercial

The best interview in the room does not always sell. Ramp is slow, churn is high, and both show up in the revenue number inside a quarter. 

Hire people who sell
How it works

How our recruitment assessment tools work

Three steps, and the third one is a decision 

Step 1

Define success

We profile the job, not the person: what strong performance looks like in it, and what predicts it. Done once per role, then reused for every applicant.  

Step 2

Assess in minutes

Behavior, aptitude and situational judgment, on any device, with nothing to book. Unusual response patterns are flagged automatically, so the result in front of you is a real one. 

Step 3

The manager decides

One score against the role, the evidence behind it, and the questions to ask this candidate. Your hiring manager reads it in seconds and makes the call. 

WHAT'S INCLUDED

What lands on your hiring manager's desk

A decision, the reasoning behind it, and the questions to ask next. No interpretation required. 

Role-fit score

Measured against this role, not a generic profile 

The reasoning

The evidence behind the score, in plain language 

Interview questions

Targeted at this candidate's gaps, not generic 

Pipeline views

For the hiring committee, not only recruiters 

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What it saves you

What one wrong hire actually costs you

Salary is the smallest part of it. Add the recruitment spend you repeat, the ramp time you lose, the manager hours, and the drag on the team while the seat is wrong. Choose a role level, tell us how you assess candidates today and how many you hire a year, and see how many of those hires are likely to go wrong, what each one costs you, and what you would save by assessing with Saville. 

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Proven Results

70%

off screening costs at Jaguar Land Rover, where shortlisting went from three weeks to 48 hours 

200+ hours

saved for recruiters and managers

0.57

independently verified predictive validity 

Client proof

What changed once they had the evidence

Graduate and apprentice recruitment at Jaguar Land Rover runs on situational judgment and aptitude assessment. Shortlisting dropped from three weeks to 48 hours and screening costs fell by 70%. 

Jaguar Land Rover
Automotive
48 hours
compared to three weeks
70%
Lower screening costs
Read case study See all case studies

“We now have a more robust, fairer hiring process, protecting our managers and evidencing our hiring decisions with a clear criteria for selection” 

Virgin Money
Banking and financial services
Read case study
NO NEW SYSTEM TO LEARN

Fits into how you already hire

Assessment fails when it becomes another system for the team to remember. Wave Connect, our platform, connects to your ATS and HRIS, so candidates are invited and scores come back where your recruiters already work. 

  • Connects to your ATS and HRIS in days

  • Candidates invited automatically as they enter your pipeline

  • Scores and reports returned into the candidate record

  • No new logins for hiring managers 
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Results you can rely on

How we know a result is genuine

Candidates now have tools that did not exist two years ago, and every talent leader is being asked what that means for their assessment process. Here is the answer you can take back to your board. 

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 teams ask us first. If yours is not here, ask us directly and you will get a straight answer from someone who knows the science. 

Because the standard comes from your role first. We profile what strong performance looks like in it, then validate against how people in that role actually perform. Our behavioral questionnaire has independently verified predictive validity of 0.57, and we will show you the evidence for your role family before you buy. 

Get Started

Tell us what you are hiring for

Thirty minutes on your roles, the assessment that predicts performance in them, and your ROI number. 

  • A live look at the assessment on one of your roles
  • Your cost of mis-hire, calculated properly
  • The validity evidence for your role family