Hiring well starts before the interview.
When applications are in the hundreds, there's no fair way to sift at volume without structure. Match defines what good looks like before a single candidate is assessed — then gives every applicant a ranked FIT Score. Flat fee, however many applicants you have.
Hiring is hard — and the conditions are getting harder.
A rushed brief. A hiring manager still working out what they need. The structural pressure on the front end of hiring has been growing for years. And structured, high-quality assessment has tended to land at the wrong end of the funnel — because at volume, it has historically been too expensive to use early in the process.
* Unlimited for your organisation's own recruitment and development use. Pricing is based on organisational headcount. Where usage appears materially inconsistent with an organisation's headcount band, we reserve the right to make contact and discuss — see Pricing for detail.
One score. Then as much depth as you want.
Match takes a behavioural profile of the role and your candidates' personality data, and returns a ranked FIT Score. Every candidate. Every time.
* Unlimited for your organisation's own recruitment and development use. Pricing is based on organisational headcount. Where usage appears materially inconsistent with an organisation's headcount band, we reserve the right to make contact and discuss — see Pricing for detail.
One system. Six steps. The longer it runs, the richer the picture.
Match is the entry point. Each step connects to the next — and the system gets richer the longer you use it. Each step uses the data from the step before. Behavioural priorities set at hire shape the New Hire conversation. New Hire feeds into Drivers. Drivers informs FeedForward. This isn't a product list — it's a system.
Match is the entry point.
These are the steps that come with it.
Define the behaviours that matter
Five priority behaviours, agreed before any candidate is assessed. Profiler questionnaire or pre-built role library.
Ability Tests — cognitive sift
Verbal and numerical reasoning as an optional early-stage filter. Skip when the role doesn't require it.
Assess and rank every candidate
Personality Questionnaire feeds Match. Every candidate gets a FIT Score and a personal feedback report.
Choose between the shortlist
When candidates all match on behaviour, Connect tells you who is most likely to thrive in your environment.
Set them up to succeed
Four weeks in. Engagement signal, induction effectiveness, capability. Catch early-resignation risk before it costs you.
Keep them engaged
Six months in. Individual stay interview at the personal level, group engagement intelligence at the population level.
Develop them
Forward-looking, action-oriented. Personal development at the individual level, leadership capability mapping at the group level.
Most clients start with Match. The rest of the system is there when you're ready — and it's covered in the same pricing.
The cost of a bad hire just went up.
UK employment law is tightening. Day-one rights, tighter dismissal protections, and a stricter "all reasonable steps" standard are making every hire more consequential. The right response is to push assessment earlier — and make it affordable to do so at volume.
Day-one rights
Unfair dismissal protections from day one remove the traditional "trial period" buffer. Every hire carries more risk than before.
All reasonable steps
A stricter standard for pre-hire due diligence. Tribunals will ask what structured evidence you had. Gut feel won't hold up.
Unlimited use model
One flat fee makes it affordable to assess every applicant, not just the shortlist. Sift on behaviour at volume, not just at offer stage.
Twenty years of occupational science. Behind a fifteen-minute questionnaire.
FindingPotential emerged from the work of occupational psychologists with experience at SHL, Korn Ferry, Hay Group, and Saville — the institutions that built modern assessment practice in the UK. That foundation has been stress-tested across more than 3,000 organisations over twenty years.
We've spent those years listening to what organisations actually need from assessment — and building for the hiring environment as it is now, not as it was in 2003. A wave of new sift tools is entering the market on the back of AI. Almost all of them are missing the same thing: a validated questionnaire that holds up under scrutiny. Match is built on one of the questionnaires that does. The science underneath is not new — the way it now compounds across the lifecycle is.
Ready to hire a good fit?
We can also set up a free account for you and walk you through it.
