The client names its top 20% in this role. Each completes Compono's culture and work personality assessments.
That is what builds the profile you compare every applicant against.
When I started my recruitment business 30 years ago, I wish I'd had something like this to help my clients understand themselves.Andrew Banks · Entrepreneur, Investor & Board Member
Hire · Assessment link12 invited
Hi all, quick one. Could you each complete these two short assessments before Friday? About ten minutes, and it helps us find people who will work the way you do. hire.compono.com/a/…
Illustrative. The client's top-performing team, the top 20% in this role, invited by their manager.
Their current culture becomes the benchmark.
Twelve dimensions of culture, measured from the client's top performers.
A candidate needs to fit the current culture, or add to it. Either way, you choose.
Engage · Culture benchmarkCurrent culture
Responsive
Planned
Customer Focused
Internal Effectiveness
Centralised Control
Delegated Control
Formal
Informal
Current culture of the top performers4 of 12 dimensions shown
Illustrative. The shape is the spread of the top performers' responses; benchmarks are built from current culture, never desired.
Their work personality shows what drives them, and what they let slide.
Eight work types, one per person. The client's top performers sit in three: five Campaigners, four Advisors, three Doers.
Tap a lit segment to see what that type is drawn to, and what it lets slide.
Engage · Work personality12 people, 3 types
Tap a lit segment to see what drives them, and what they let slide
Campaigner
“Let's sell the dream”
Motivated by
Bring energy and enthusiasm, constantly motivating others. Build strong relationships and networks.
At their best with
A dynamic, varied work environment. Freedom to express ideas and explore new avenues.
Will deprioritise
The importance of focusing on the here and now.
Drained when others
Assign repetitive, routine tasks.
5 of the client's top performers. Tap another lit segment to compare.
Advisor
“Let's investigate the problem”
Motivated by
Encourage collaboration and ensure everyone's voice is heard.
At their best with
Flexibility to explore ideas. Opportunities to guide others.
Will deprioritise
The need for urgency in time-sensitive situations.
Drained when others
Enforce strict rules or rigid structures.
4 of the client's top performers. Tap another lit segment to compare.
Doer
“Let's get it done”
Motivated by
Focus on task completion and meeting deadlines.
At their best with
Clear objectives and structured tasks. Regular feedback on performance.
Will deprioritise
Flexibility when plans or circumstances change.
Drained when others
Disrupt established routines.
3 of the client's top performers. Tap another lit segment to compare.
Illustrative. Wording in each card is the product's own report language for that type.
Job fit is set with the client, in the job brief.
You and the client rate, low to high, how much the role demands each of the eighteen Job Fit duties. Applicants say what they expect from work, and the two are compared.
Culture and personality come from the top performers. Job fit comes from the brief.
Hire · Job Fit assessment5 of 18 shown
An employee will only be successful in their job if there is alignment between their work expectations and the demands of the role. Indicate to what degree a candidate is required to perform the following duties and responsibilities in the job.
Promote, sell, and network
Low
High
Work closely with other people and interact
Low
High
Manage and lead individuals or groups of workers
Low
High
Work with numbers, data, or financial figures
Low
High
Follow set procedures and ways of work
Low
High
How important is this assessment to deciding if the candidate is a good fit?
Less important
More important
Illustrative positions. The duties are the product's own Job Fit items; you set them with the client in the job brief.
Every applicant is assessed before anyone reads a CV.
Six apply. Each completes the same short assessments as part of applying and is scored against the client's culture, work personality and job fit, alongside skills and qualifications.
Your shortlist arrives with the evidence already in it.
No psychometric test bolted on at the final interview.
Hire · PipelineAccount manager
Applied6 applicants
Invited
Interview 1
Interview 2
Shortlist
Offer
Hired
JMAORHLTSWMP
Illustrative. Each applicant completes the same short assessments as part of applying, so the evidence is in the shortlist before anyone reads a CV.
Six CVs. Pick the three you'd put forward.
CVs only, no scores. This is how most shortlists get made.
Tap three CVs to shortlist them, then lock them in
The briefAccount manager · professional services, 40 to 60 people · benchmark built from the client's top 20% of performers
0 of 3 chosen
Here is who matched the client's top performers.
Your three are outlined. Ranked by Organisation Fit (culture, job and work personality) beside skills and qualifications.
J. Mercer has the strongest CV in the pile. The CV was never the question.
Hire · Candidate shortlist
Your pick1AO
A. Okafor
Account manager
Campaigner · same type as 5 of the client's top performers
88Strong fit
Culture Fit91High
Job Fit86High
Work Personality Fit90High
Skills and quals74Medium
Your pick2MP
M. Perera
Account coordinator
Advisor · same type as 4 of the client's top performers
84Strong fit
Culture Fit88High
Job Fit85High
Work Personality Fit82High
Skills and quals61Medium
Your pick3LT
L. Tran
Customer success lead
Doer · same type as 3 of the client's top performers
81Strong fit
Culture Fit84High
Job Fit83High
Work Personality Fit78Medium
Skills and quals70Medium
Your pick4JM
J. Mercer
Senior account manager
Coordinator · none of the client's top performers
66Review
Culture Fit52Low
Job Fit71Medium
Work Personality Fit58Low
Skills and quals93High
Your pick5SW
S. Whitfield
Account manager
Auditor · none of the client's top performers
62Review
Culture Fit49Low
Job Fit66Medium
Work Personality Fit55Low
Skills and quals85High
Your pick6RH
R. Haddad
Business development manager
Evaluator · none of the client's top performers
57Review
Culture Fit44Low
Job Fit58Low
Work Personality Fit61Medium
Skills and quals80High
Ranked by Organisation Fit, with skills and qualifications beside it.
The order a CV pile gives you: Mercer, Whitfield and Haddad on top, the three the evidence ranked lowest.
Example only. Every score on this page is made up to show how the ranking works. It is not a validation result, a prediction or a customer outcome.
The top three share their work types with the client's top performers.
Twelve months later, who is still there?
Not a prediction. Placements that stick are the ones the client comes back for.
How long is your replacement guarantee? Pick one
Twelve months onIllustrative
AO
A. OkaforEvidence pick · your pick
Still there
MP
M. PereraEvidence pick · your pick
Still there
LT
L. TranEvidence pick · your pick
Still there
JM
J. MercerRanked lower · your pick
Moved on at month 5Free replacement
SW
S. WhitfieldRanked lower · your pick
Moved on at month 10Free replacement
RH
R. HaddadRanked lower · your pick
Moved on at month 2Free replacement
Illustrative story. Not a prediction, a result or a customer outcome.
Evidence, not hope. Own the match.
One link built the benchmark. Job fit came from the brief. Every applicant was assessed before you read a CV, and the ranking did the rest.
Placements that stick, more placements, repeat work.
1
You set a benchmark from the client's own top performers.
2
You read what drives them and what they let slide.
3
You set job fit with the client, in the brief.
4
You ranked every applicant on evidence at the top of the funnel, then defended the pick.
That is what a talent architect does. Compono enables you to be that talent architect.
All recruitment companies could significantly increase their revenue line if they used Compono's culture-matching tech.Andrew Banks · Entrepreneur, Investor & Board Member
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