Hire Smart.
Hire Once.

I Make Hiring Easy For Small Businesses

4 Steps To A Better Selection Process

Working With Us Is Easy

Connect With Us

Schedule a free consultation with us. Then we’ll will talk for a few minutes to review your hiring and selection needs. 

Candidate Discussion

Next, we connect with you and discuss what the results mean for the role and the organization.

Screen Qualified Candidates

Send us your top candidates’ contact info and we’ll talk with them for 45-minutes about their results.

Make Your Hiring Decision

Last, we help you make a data-backed hiring decision and build a team of A+ employees.

What The Assessments Provide

We use two assessments to help you make great hiring decisions. The DISC and Motivators assessments. 

DISC provides an employer with an objective view of the “what” of candidates (or employee’s) behaviors. This assessment brings clarity around  the Natural tendencies (habits) and Adapted tendencies (this is the choices part of behavior) of candidates.

If DISC is the “what”, Motivators reveal the “why” behind your behaviors. These motivators are the core drivers that move you to act or not take action. 

Motivators can be seen as the “fuel” that drives a candidates behaviors. When properly channeled it can move large objects, like a train. But without it, the train remains motionless and when out of control, can cause a lot of damage.

Knowing the “what” and the “why” of your candidates’ behaviors and motivations is a powerful tool to help you hire smart and hire once. 

Click the button below to schedule a call to learn how to bring this powerful tool to your organization and team.

Get The Right People In The Right Seats

When you use our pre-employment assessments you ensure the best possible positional job “fit” for every hire you make. Great fit means stronger retention rates and lower costs associated with turnover.

Build your teams based on compatible skills and traits, not generic ideas of balance. Top-level teams are like a perfectly put together puzzle. Finally, you can build the A+ team you’ve always wanted.

The Cost Of A Bad Hire

  • 16 percent of annual salary for high-turnover, low-paying jobs (earning under $30,000 a year). For example, the cost to replace a $10/hour retail employee would be $3,328.
  • 20 percent of annual salary for midrange positions (earning $30,000 to $50,000 a year). For example, the cost to replace a $40k manager would be $8,000.
  • Up to 213 percent of annual salary for highly educated executive positions. For example, the cost to replace a $100k CEO is $213,000.

Make sure you get the right employee the first time using pre-employment screening.

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