Compono Hire assesses candidates by measuring the alignment between an individual’s work preferences and your specific company culture, rather than just matching keywords on a CV.
Key takeaways
- Traditional ATS platforms focus on past experience, while Compono Hire uses science to predict future performance through organisation fit.
- Culture fit is determined by benchmarking a candidate against your unique environment across 12 distinct dimensions.
- Job fit measurements ensure that a candidate's internal motivations align with the actual day-to-day duties of the role.
- The proprietary Skills Mapper uses fuzzy logic to understand the relationship between different technical abilities across industries.
- Hiring teams can adjust weighted rankings in real time to prioritise skills, qualifications, or cultural alignment as needs change.
Most recruitment processes are broken because they rely on a 'rear-view mirror' approach. You look at where a candidate has been, what they studied a decade ago, and which keywords they’ve managed to pepper throughout their profile. But as any seasoned people leader knows, a brilliant CV doesn't always translate to a brilliant hire. The missing piece is often the 'how' and the 'why' – how they work with others and why they are motivated to do the job in your specific environment.
The problem with a standard Applicant Tracking System (ATS) is that it treats recruitment like a filing exercise. It’s great at storing documents, but it’s remarkably poor at telling you if a person will actually thrive in your team. At Compono, we’ve spent years researching the science of high-performing teams to move beyond simple data storage and into the realm of genuine people intelligence.
To find the right person, you need to look at more than just a list of previous job titles. Compono Hire evaluates candidates across three broad dimensions: organisation fit, skills, and qualifications. While skills and qualifications tell you if they can do the work, organisation fit tells you if they will do the work well within your unique ecosystem.
This is where the science lives. Organisation fit isn't a 'gut feel' or a vague sense of 'liking' someone during an interview. It is a measurable metric made up of three distinct assessments: culture fit, job fit, and work personality fit. These can be used individually or in combination at any stage of your hiring process to ensure you are making data-driven decisions rather than relying on unconscious bias.
In many companies, 'culture fit' has unfortunately become a shorthand for 'people who are just like us'. This approach often kills diversity and leads to stagnation. Compono approaches this differently. Our culture fit assessment matches a candidate's work environment preferences against your organisation's own benchmarked culture across 12 dimensions.
Crucially, we don't compare candidates to a general population norm – which is what most personality tests do. Instead, we compare them directly to your company's own culture data. This methodology is grounded in rigorous academic research and validated using Principal Component Factor Analysis and Cronbach's alpha. It ensures that when we say someone is a 'fit', we mean their preferred way of working aligns with the reality of your office or job site.
When you use Compono Hire, you aren't just guessing if someone will enjoy your fast-paced or collaborative environment; you have the data to prove it. This level of insight helps reduce early turnover – a common issue when a new starter realises the 'vibe' of the company isn't what they expected.
Have you ever hired someone with perfect technical skills, only for them to become disengaged within three months? Often, this is a failure of job fit. This assessment measures a candidate's motivation for the specific duties of a role. It essentially asks: what gets this person out of bed in the morning, and does this job provide that?
Our Job Fit assessment covers 18 dimensions that load on a single factor of motivation. It is grounded in job design research, looking at the core characteristics of a role that drive satisfaction. If a role requires high levels of autonomy and the candidate is motivated by close supervision and clear structure, there is a fundamental mismatch that no amount of technical skill can fix.
By identifying these motivational gaps early, you can focus your interview time on the candidates most likely to stay for the long haul. It changes the conversation from 'can you do this?' to 'will this role satisfy you?'. This is a core component of The Compono Culture, Engagement & Performance Model, which prioritises long-term alignment over short-term filling of seats.
The final piece of the organisation fit puzzle is work personality. This isn't about general traits; it’s about how an individual behaves in a professional context. We map candidates to one of eight dominant work types, which helps predict how they’ll perform and collaborate within a team. For example, The Evaluator brings logical, results-driven analysis to a group, while someone like The Pioneer is likely to push boundaries with imaginative ideas.
Knowing that a candidate is The Coordinator allows you to see their natural talent for structure and order before they even walk through the door. This insight is invaluable for team leads who are trying to balance their team’s internal dynamics. If your team is currently full of 'big picture' thinkers but lacks follow-through, you might specifically look for The Doer to ensure tasks actually get finished.
This level of detail moves recruitment away from a transaction and toward strategic team building. You aren't just hiring a person; you are adding a specific set of behaviours and strengths to your existing team culture. This helps prevent the 'clash' that often occurs when a new hire's natural working style is at odds with the team's established rhythm.
While organisation fit is the heart of the platform, we haven't neglected the technical side. Most ATS platforms use basic keyword matching – if the word 'Javascript' isn't on the CV, the candidate is discarded. Compono uses a proprietary Skills Mapper built with 'fuzzy logic' to understand the relationships between skills across different roles and industries.
Our system understands that a candidate with a closely related skill in a relevant context might be a better fit than someone with the exact skill but in an unrelated field. For instance, it can recognise the transferable nature of certain project management methodologies or technical frameworks. It also factors in years of experience to provide a nuanced score, rather than a binary 'yes/no' result.
Qualifications are handled with similar sophistication. Hiring managers can toggle between flexible 'relatability' matching – which is great for generalist roles – and strict 'exact-match' requirements for roles where a specific certification or licence is non-negotiable. This flexibility ensures you don't miss out on 'hidden gem' candidates who have the right experience but might use different terminology on their profiles.
The true power of Compono Hire comes from how all this data feeds into a weighted ranking system. We recognise that every role is different. For a high-level strategic role, you might want to weight organisation fit at 60% and technical skills at 40%. For a highly technical engineering role, you might flip those priorities.
Inside the platform, your hiring team can adjust these weights for each specific role. As you shift the sliders, the candidate rankings recalculate in real time. This allows you to see how your talent pool changes when you prioritise different factors. It’s a dynamic way to explore your candidates and ensures the people at the top of your list are truly the best match for your current needs.
This data-driven approach removes the guesswork and the 'loudest voice' bias from hiring meetings. Instead of arguing over who had the best 'vibe', your team can look at the objective scores across culture, job fit, skills, and qualifications to make a collective, informed decision.
Key insights
Compono Hire provides a scientific framework for recruitment that prioritises long-term organisational alignment over simple keyword matching. By measuring culture fit against your own company benchmarks and assessing motivational job fit, the platform identifies candidates who will not only perform but stay engaged. The use of fuzzy logic in skills mapping and real-time weighted rankings allows hiring teams to remain flexible and data-driven throughout the entire recruitment lifecycle.
Culture fit in Compono Hire is a benchmarked comparison between a candidate's work environment preferences and your company's actual culture data. It isn't about general personality traits, but about how a person's preferred way of working aligns with your specific organisational dimensions.
Yes, these insights are highly effective for team development and engagement strategies. Understanding the work personality types within your current team, such as The Helper or The Advisor, can help you manage group dynamics and resolve conflicts more effectively.
Fuzzy logic allows our system to understand that skills are related. Instead of looking for an exact word match, the Skills Mapper identifies related competencies and industry contexts, ensuring that candidates with highly transferable skills are ranked appropriately alongside those with exact matches.
Compono Hire is a comprehensive recruitment platform that handles the entire process from job posting to weighted ranking. It replaces the need for a traditional, data-siloed ATS by providing deep people intelligence and scientific assessments built into the workflow.
Absolutely. For every role you create in Compono Hire, you can adjust the weighting of skills, qualifications, and organisation fit. These rankings update in real time as you move the sliders, allowing you to prioritise the factors that matter most for that specific hire.