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For hiring
The hire everyone liked.
Before you decide, everyone you're considering answers the same questions. You get the same five readings on each of them, in the same words.
What goes wrong
He was the best forty-five minutes of your month.
Warm, quick, a good answer for the gap on his CV. Everyone in the room wanted him.
Four months on you're re-reading his work at nine on a Sunday night. The two people who sit next to him have quietly stopped asking him for anything. Your co-founder says there were signs.
There weren't. You just had no way to look.
The real problem
An interview measures how someone interviews.
That's a real skill. It just isn't the job.
A CV tells you where a person has been. It tells you nothing about how they work once they get there.
And you assess everyone differently. Different day, different mood, different questions, all of it from memory. Six weeks later someone asks why you chose him and there is nothing written down.
You already judge every person you meet. You just can't show anyone your reasoning.
What you get
The same five readings on everyone.
TIGER Core. 48 questions, about 15 minutes and often less, answered before you meet them.
Trust.
Whether you hear about a problem early, or find out late.Influence.
How much of a room this person moves.Grit.
What pressure does to them, and what they do next.Execution.
Whether intention turns into finished work.Resilience.
How fast they come back after a knock.
High is not better. Low is not worse. A brilliant analyst and a brilliant closer should not look the same, and we don't pretend they should.
Core also reads the same person twice: how they work by default, and how they work when people are counting on them. The distance between those two is effort. Somebody holding a shape that isn't their own is spending something to do it.
Then it tells you what's worth pressing on when you meet them.
Before you decide
You're not asking whether they're good.
You're asking whether you'll be the one carrying them.
- "Can this person consistently execute without supervision?"
- "Will this person finish what they start?"
- "Will this person admit mistakes or hide them?"
- "Will this person require frequent follow-ups?"
- "Under what conditions does this person's performance deteriorate?"
You get five readings and what to press on. You still ask the questions. You just walk in knowing where to put them.
The line we don't cross
It never decides.
There is no pass mark. There is no ranking. There is nothing anyone could switch on to make one, and that is deliberate.
It is also mostly for your protection. Software that turns people down is a liability with your name on it. Nobody wants to explain an automated rejection to the person who got it, or to their lawyer. So the call stays yours, made the way you always made it, working from more than an impression.
Two more things worth knowing. The scoring never sees a name, a photo, an age, a school or a CV. Only the answers. And if someone answers carelessly, the report says so and pulls back what it's willing to claim, rather than handing you a tidy number it can't stand behind.
How it runs
One conversation, then we set it up with you.
Right now a Core sitting is arranged by us, by hand, for a decision you're actually making. Tell us the role and where you are in the process.
Your access to a result runs 90 days from the sitting. After that it locks rather than disappears, and you can ask for longer. The person keeps their own copy for good.