Hiring
Fewer mis-hires, faster time-to-productive. The candidates who get through are the ones the work actually rewards.
We map the job you actually do, then build the test that screens for it.
So you hire the people who can genuinely do the work — and your team runs more efficiently from day one.
Built on 85 years of selection-science research — Schmidt & Hunter (1998), Sackett et al. (2022).
How it works
From observation to signal.
Four stages, one through-line — typically delivered as an 8–12 week engagement. We start in your actual workplace and end with hires who perform measurably better.
The difference
Off-the-shelf tests are blunt instruments.
Why not just buy SHL, Criteria, or HireVue? Because they sell a catalog. We build the test from your operation — and tie it to your outcomes, so it sharpens with every hire instead of decaying.
Off-the-shelf tests
A catalog, not a fit.
- Bought from a catalog, same for every company
- Measure generic aptitude
- Static — decays as it gets gamed
- You get a score
HireGauge
Calibrated to your work.
- Built from your observed operations
- Measures whether someone can do your job
- Refreshes + learns from your real outcomes
- You get a hiring system that compounds
Generic tests measure aptitude. We measure fit to the work you actually do — because we mapped it first.
Why it matters
Hiring is the upstream lever on everything.
Get hiring right and almost every downstream metric improves — productivity, retention, customer outcomes, compliance, margin, team morale. Get it wrong and those same metrics quietly compound in the other direction. Most companies are losing this game before onboarding even begins.
First-year turnover in operational roles
30–40%
Across high-volume operational hiring — care coordination, contact centers, claims, dispatch, technical support — roughly one in three new hires leaves within their first year. Most of those exits trace back to a fit that was never actually tested for. That’s the gap HireGauge closes.
Industry estimate · commonly reported across operational sectorsEvery percentage point you cut from that number compounds across your operation.
Value across the business
One better screen. Every facet improves.
A pre-hire assessment isn't a hiring tool — it's a workforce tool. When the signal at the top of the funnel gets sharper, six things downstream get better at once.
Efficiency
Higher throughput per FTE. The path to measurably better on-the-job performance starts with screening on what predicts it.
Quality & compliance
Documentation integrity is non-negotiable where it defends billing or safety. We screen for it directly, not by proxy.
Retention
Right-fit placement reduces early churn. People stay when the role plays to what they're actually good at.
Coaching
A real high-performer profile gives managers something to coach toward — not gut feel and quarterly hope.
Workforce design
Match people's strengths to the seats that bring out their best. Fewer mismatched roles, fewer quiet costs.
Step by step
What a build actually looks like.
01
~1 week
Discovery
Stakeholder interviews. Define the roles, and define what "success" actually means in them.
02
~1.5 weeks
On-site mapping
1–3 day site visit, then write-up. The differentiator and the legal backbone of the assessment.
03
~2–3 weeks
Assessment design
Item bank, scoring rules, section floors, briefing-then-evaluation work-sample task.
04
~2 weeks
Platform setup
Your branded candidate portal and the hiring-manager dashboard, configured for your roles.
05
~1–2 weeks
Pilot & calibration
Run a pilot cohort. Calibrate thresholds and section floors against real candidate data.
06
~1 week
Launch & handoff
Go live. Hand over the dashboard and the 90-day validation loop. The compounding begins.
Where this goes
The test is the wedge. The data loop is the moat.
Every hire feeds performance data back in. The engine learns the signature of your high performers — which makes your next hire, your seat assignments, and your coaching smarter. You don't buy a tool. You start a compounding system.
01
Hire better
Your company-specific test screens for the capabilities that predict success in your roles, not generic aptitude.
02
Capture performance
Work hours, productivity, quality and behavioral signals feed the engine — through the dashboard you already use.
03
Find the signature
Cross-reference outcomes against behavioral profiles to identify what your high performers actually have in common.
04
Design the workforce
Better hiring rubrics, better seat assignments, sharper coaching targets — which makes the next hire better still.
Phase 1 answers "is this person performing acceptably?" Phase 2 asks "what patterns predict success — and how do we hire for them?"
Each client makes the model smarter · the next test more accurate
Proof, not promises
We don't ship invented testimonials.
Glowing fake quotes are how unknown vendors lose B2B trust. Until we publish real client case studies, here's the substance the methodology actually rests on.
Proof-of-concept
A live healthcare-services build.
Designed and deployed inside an operating clinical workflow — a 5-section, 115-point assessment built directly from observed process. Validation runs against real 90-day performance data, not vendor stock studies.
Reference build · Axil HealthValidation commitment
Every test ties to a 90-day report.
We don't just claim scores predict performance — we prove it. Each engagement is structured around a criterion-validity loop, the same standard the Uniform Guidelines on Employee Selection Procedures require.
Method · Criterion-related validationMethod credibility
Eighty-five years of evidence.
The selection methods at the heart of HireGauge — work samples, structured assessment, GMA — sit at the top of every meta-analysis of what predicts on-the-job success. The ordering hasn't moved in decades.
Source · Schmidt & Hunter (1998) · Sackett et al. (2022)
Who it’s for
High-volume, high-stakes operational hiring.
Mid-market companies where the wrong hire is expensive — financially, operationally, or in patient and customer outcomes — and where the right hire has a distinctive shape that off-the-shelf tests can’t see. We’ve gone deepest in healthcare services, but the methodology travels.
Industries we work with
Healthcare services
Care coordination & RCM
BPO & contact centers
Insurance & claims ops
Financial services ops
Logistics & field operations
SaaS & technical support
Multi-site retail & hospitality
Where the methodology really earns its keep
High-volume hiring
Documentation-heavy roles
Judgment-under-ambiguity work
Compliance- or safety-sensitive ops
Not a fit if you hire fewer than ~20 people a year into the target role, or if the role is generic enough that an off-the-shelf battery already works. The economics of a custom build need volume to pay back.
Request a demo
See a sample build for your role.
Tell us a little about the role you'd assess and we'll walk you through a build similar to it — item types, scoring, validation, candidate experience.
Book a call
Talk to a builder, not a sales rep.
A 30-minute call to scope whether HireGauge is the right fit for your role. If it isn't, we'll tell you directly.
FAQ
Common questions.
SHL, Criteria, and HireVue sell standardized batteries — efficient and cheap per candidate, but the same test for every employer. That means they can't measure what's specific about your roles. HireGauge builds the test from your actual workflow, so it screens on capabilities that predict performance in your jobs.
More — when done right. The Uniform Guidelines (1978) require any screen with disparate impact to be job-related and validated. Job-related means rooted in a real job analysis, which is exactly what process mapping produces. The validation loop generates the criterion evidence to back it up. Generic batteries rely on the vendor's own validation studies, which don't speak to your specific roles.
A first build for one or two roles is typically 8–12 weeks end to end: discovery, on-site mapping, item-bank design, platform configuration, a pilot cohort for calibration, then launch. Subsequent builds in adjacent roles are faster — we reuse scaffolding without reusing items.
Candidates receive an invite link, land on your branded portal, and complete a timed assessment — typically 60–90 minutes — built around a briefing-then-evaluation format. They're shown the standards first, then asked to apply them to realistic scenarios. The feedback we hear most often: "It felt like the actual job."
Yes — that's the loop. Every hire's 90-day performance data feeds back into the engine, sharpens the high-performer signature for your roles, and updates the scoring thresholds. We also refresh items on a cadence so the test doesn't decay as it gets gamed.
A typical engagement is a one-time build fee plus a monthly platform-and-validation subscription. Sizing depends on the number of roles, complexity, and whether you want a single test or a family of related ones. We're transparent about pricing on the discovery call — there's no value in dancing around it.
Healthcare services is where our methodology was first proven, and we're deliberately deepening there. But the approach generalizes anywhere ramp is expensive and error is costly — call centers, financial operations, regulated industries, technical support. If you have high-volume hiring into a distinctive operational role, we should talk.