How they communicate
DISC profile and communication style — direct or diplomatic, big-picture or detail-first — so the first week isn't spent decoding each other.
Hiring & selection
Hire how people work, not just where they worked.
Resumes tell you history. Bonnie's personality and skills assessments will tell you how someone communicates, what motivates them, and how they'll fit the team you already have — before the offer letter, not after the ninety-day surprise.
TRStrong fit
Tessa Rivera
Candidate · Account manager
Behavior fit92%
Skills fit88%
Culture fit90%
Experience76%
DISC: High I / SWarm communicatorMotivated by team wins
Bonnie · Experience is lighter than your last hire — but her behavior profile matches your top performer. I'd interview. Here are 6 questions worth asking.
The assessment
What you learn about every candidate
A short, friendly assessment — candidates finish in about 12 minutes, and it reads like a conversation, not an hour of forced-choice torture.
What motivates them
Drivers and motivators — recognition, mastery, stability, autonomy — so their manager leads them the way they're actually wired.
Strengths & soft skills
Natural strengths plus skills checks — writing samples, English proficiency, role-specific tests — measured against the role you actually defined.
How they'll fit the team
Collaboration insights mapped against the people they'll actually sit next to — gaps and overlaps included, before they matter.
The plan
From fuzzy role to confident yes
Selection starts before the job post. Bonnie helps you define the role clearly, then measures every candidate against it — so the decision at the end is calm, not a coin flip.
1
Profile the role
Give Bonnie a title — she drafts the job description, extracts required skills, and maps the ideal behavior profile.
2
Assess candidates
A 12-minute assessment covers personality, communication, motivators, and job skills.
3
Compare fit scores
Behavior, skills, culture, and experience fit — side by side, with interview questions tailored to each gap.
4
Decide with confidence
Results land on the employee record from day one — the hire flows straight into Bonnie onboarding.
Why fit-first
Most turnover is decided at the hire
Replacing someone typically costs 50–100% of their salary — recruiting, ramp-up, and the momentum nobody gets back. Fit-blind hiring is how this year's “strong resume” becomes next year's turnover line item. Run your numbers →
Your next hire deserves better than a gut call.
Book a demo and bring a role you're hiring for. We'll profile it live and show you exactly what you'd learn about your candidates.