Every step connects to the one before it.
Behavioural priorities set at hire shape the New Hire conversation. New Hire informs Drivers. Drivers feeds into FeedForward priorities. Each product is designed to use what came before. The Employment Rights Act extends unfair dismissal protections from day one of employment — which means the window to correct a bad hire is narrower than it has ever been. Assessment at the front of the funnel isn't a nice-to-have. It's how you protect the decision before it's made.
Start with Match. Add steps as you grow.
The system doesn't require you to use every step. Each one is self-contained and immediately valuable.
Define the behaviours that matter for this role.
The hardest part of hiring isn't the assessment — it's knowing what you're looking for. Setup is a short, guided process that helps hiring managers articulate what good actually looks like — turning the vague feeling of "I'll know it when I see it" into five specific, agreed behaviours.
Use the Job Success Profiler (~5 min questionnaire) or select a pre-built profile from our library of ~40 validated role profiles. Either way, you have agreed criteria before a single candidate is assessed.
The five priority behaviours agreed here travel forward into every subsequent step — they're the thread that runs through the whole system.
Not every role needs this. The ones that do, benefit from doing it first.
Verbal and numerical reasoning as an optional early-stage filter. Belongs at the front of the funnel — before the Personality Questionnaire, not after.
Percentile accuracy score — with time taken recorded as contextual information, not a scored dimension. No time limit. Available supervised (invigilated) and unsupervised. Skip for roles where cognitive capability isn't a differentiating factor.
Candidates who clear the cognitive threshold move forward carrying that data point alongside everything that comes next.
"The restructuring plan will take effect from the start of the next financial year. All affected teams will be notified in advance of the transition date."
Based on the passage above, which statement is true?
Assess everyone. Rank by fit.
The AI-resistant Personality Questionnaire feeds Match. Every candidate gets a FIT Score — ranked against the five priority behaviours you defined at setup.
The questionnaire is engineered so that an LLM can't game it on a candidate's behalf. Candidates make a series of forced-choice comparisons rather than rating themselves on traits, and the behavioural priorities you set at Setup are never visible to the candidate — so even a sophisticated attempt to second-guess what "the right answer" might look like has nothing to aim at.
A score from 1.00–10.00, comparable across your entire applicant pool. A personal feedback report for every single candidate, delivered automatically.
The FIT Score is the entry point. The behaviour breakdown and the individual report behind it are the depth available to anyone who wants it.
When everyone fits, Connect tells you who is most likely to thrive.
Behavioural fit gets you the shortlist. Environmental fit picks the hire. Connect measures what matters when the FIT Scores are close: which candidate is most likely to thrive in your specific team and culture.
~10-minute questionnaire. Measures engagement drivers and environmental preferences. Run Match first to get the shortlist — then run Connect to choose between the strongest candidates.
The engagement drivers Connect surfaces at hire are the same areas Drivers will revisit at six months — the same model, a different moment.
Four weeks in. Before problems become hard to fix.
The first month is when most early-resignation risk is set. The New Hire Questionnaire catches it while there's still time to act.
Covers engagement signal, pre-joining expectations, performance enablement, employer brand impact, a 33-item induction checklist, and open questions. Pinpoints where the onboarding is working and where it isn't — at the individual and cohort level.
What the New Hire Questionnaire surfaces at four weeks informs the first Drivers conversation, and gives the line manager a head start on what to watch.
The stay interview, before they're thinking about leaving.
Two products in one: an individual stay interview at the personal level, and group-level engagement intelligence at the population level.
14 named engagement areas — the same model used in Connect at the point of hire, applied again at six months to measure how well those areas are being met. No anonymity tax — individual-level data is available to the manager, not just an aggregated team report. Run at six months, or whenever you need the signal.
The picture Drivers builds — what matters to this person, where their experience falls short — shapes where FeedForward focuses the development conversation.
My Manager critically low — immediate manager conversation recommended.
Development at scale becomes leadership capability mapping.
Two products in one: personal development at the individual level, and leadership capability mapping at the group level.
Forward-looking, not backward-looking. Raters suggest what would make the individual more effective — not just what they've done well or poorly. Individual development reports plus a leadership capability heat map across the whole cohort.
Aggregated across 14 leaders — cohort view.
Start anywhere. Build the system over time.
You don't have to use every step from day one. Start with Match. The system rewards the relationship.