Most hiring processes answer the wrong question:
“Can this person do the job?”

The better question—the one that protects your time, money, culture, and leaders—is this:
“Will this person thrive here, with this manager, on this team, doing this work?”

This solution is designed to give you that answer before you make the offer.

This isn’t just an assessment package.
It’s a decision-making framework that replaces gut instinct and resumes with data, insight, and emotional intelligence, so you hire people who perform, engage, and stay.

Here’s what you get:

1) A Behaviorally Defined Job Description (Not a Vague One!)

PXT Select Job Analysis

We define what success actually looks like in this role by analyzing:

• Up to three top-performing incumbents, or

• A Job Analysis Survey when incumbents aren’t available

The result:

• A clear behavioral target zone for the role

• Language you can use directly in your job description so candidates can self-assess fit and stretch before applying

• Fewer mismatches. Better applicants. Stronger expectations from day one.

2) Fit to the Manager (Because Style Matters)

Hiring Manager PXT Select Assessment

Most hiring failures aren’t job failures, they’re relationship failures.

We assess the hiring manager’s behavioral style to:

• Identify what candidates will thrive under their leadership

• Flag potential friction points before they become performance issues

• Equip leaders to adjust, not lower, standards

3) Fit to the Team (Culture Is Lived, Not Stated)

Team PXT Select Assessments
(Up to 3 team members included; additional available)

You’ll gain clarity on:

• How a candidate will impact team dynamics

• Where collaboration will flow, or stall

• Whether the team has hidden blind spots or over-indexing in certain behaviors

This prevents hiring someone who “looks great” but unintentionally disrupts performance.

Fit to the Job (Objective, Comparable, Defensible)

Candidate PXT Select Assessments
(Up to 3 finalist candidates)

You’ll receive:

• Side-by-side comparisons against the job’s behavioral target zone

• Clear insight into strengths, risks, and coaching requirements

• Data you can confidently stand behind, internally and legally

No more guessing. No more post-hire surprises.

4) Manager-Ready Guidance (Not Just Reports)

For each finalist, you receive:

• Individualized guidance on how to manage and engage them

• A realistic picture of the energy, and coaching investment required

• Clear insight into who will scale quickly, and who will require intentional development

This turns hiring into a strategic choice, not a leap of faith.

 

5) Emotional Intelligence Built In—Because It Matters

We include up to 3 Genos Emotional Intelligence Selection Reports for finalist candidates.

Why?
Because emotional intelligence is no longer a “nice to have.”

You’ll understand:

• Self-awareness and emotional regulation

• Stress response and decision-making under pressure

• Interpersonal impact across levels of the organization

Opinion (clearly stated): Skills get people hired. Emotional intelligence determines who succeeds, who leads, and who stays.

6) Built-In Onboarding and Training Intelligence

We don’t stop at the hire.

You’ll receive:

• Individualized onboarding and training implications for each candidate

• Faster ramp-up time

• Fewer early-stage frustrations for both employee and manager

   

7) Cultural Blind Spots Exposed (Before They Cost You Talent)

You’ll receive:

• An inventory of your Insp-Hired Culture

• Awareness of embedded cultural barriers that quietly repel high performers

• Insight into what your organization unintentionally rewards, or discourages

This is critical for retention, engagement, and leadership credibility.

8) Expert Guidance – Not Just Tools

Throughout the process, you gain:

• Perspective from recruiting and assessment industry experts

• Interpretation, context, and practical application

• Support that helps leaders make confident, informed decisions

The Bottom Line

This offering helps you:

• Hire people who perform and engage

• Reduce costly mis-hires

• Build teams that work, not just coexist

  Empower Managers to be better leaders with data about their people

• Make decisions you won’t regret six months from now

If you’re ready to stop rolling the dice on hiring and start building your workforce intentionally, this is where you start.