Know who'll do the job before you offer it, with evidence the panel and the hiring manager both trust.
The same data that got them hired shows where they'll grow fastest, so development money lands where it pays off.
Promotion and succession decided on what people can do, not on who happens to be visible to whom.
Behavioral assessment
How someone works: how they solve problems, influence people, adapt and deliver. Proven to predict performance and potential across the talent lifecycle.
Candidate screening
Sift thousands right within your existing ATS. A short behavioral read scores every applicant against the role, so your candidates are ranked on genuine role fit rather than an AI-generated resume.
Cognitive ability
Identify individuals with the mental agility to meet the requirements of the role. In-built safeguards surface potential risks, giving you clear, reviewable evidence when you need it, so you can make confident, defensible hiring decisions at scale.
Leadership assessment
A deeper read for the appointments that carry the most risk. What a leader will drive, where they will strain under pressure, and what that means for the team underneath them.
Situational judgment
Scenarios taken from the actual job. Candidates see what the work involves and you see how they would handle it, which sharpens the shortlist and lets the wrong fits rule themselves out early.
360 degree feedback
How a person is experienced by the people around them, set against how they see themselves. The gap between the two is where the useful development conversation starts.
Team assessment
The same individual data read at team level: where the team is strong, where it is thin, and which behaviors are missing before the work exposes them.
Fits into how you already hire
“We use the tool and associated reports with our talent throughout their time with us... talking the same language at onboarding and development means our approach to talent is consistent and better aligned.”
