25 years of success,
One Painstaking Search at a time.
We measure twice so you can hire once.
We assess every candidate the same way, every time.
Topgrading is a structured recruitment and interviewing methodology. It unearths insight, reveals inconsistencies and is a reliable piece of our evaluative puzzle.
Matrix & Mapping
Using an algorithm that plots evaluative and objective data, Matrix & Mapping measures candidates against your unique criteria.
Sensory Logic is a tool that detects and analyzes emotional facial responses. It can reveal and capture 'micro' expressions - a candidate's "actual" feelings before they correct cognitively.
Performance assessments completed by a candidate’s past managers, colleagues, and direct reports that combine behavioral science, talent analytics and benchmarking.
Candidates: What to Expect
We are candid about the results of our interviews and assessments, and about the expectations of the role and the incumbent culture. We work to have candidates come away with a fuller understanding of themselves regardless of the outcome.
We never cattle call. If someone is interviewing with us, they are close to the brass ring.
Most of our candidates are already happily employed, so discretion is essential. Our Privacy Certification gives candidates confidence.
We provide an encyclopedic, 10-page report for every shortlisted candidate. Assembled with 25 years of subjective expertise and the best objective tools in the business, we measure professional competency, role-fit and psychographic traits. Each dashboard is packed with insight into how candidates map to a position and culture.
The result is an objective and visual map of each candidate, with a focus on three areas:
Is the candidate a great fit for the role?
Is the candidate a great fit for the company?
Is the candidate poised to be a long-term asset?
Career History/Resume: 8.5
Matrix & Mapping Score: 93%
John has a history of involvement in Elder Care, both family and community, with a strong connection to benefiting from the good of others – his son is a transplant survivor.
‘First’ has had a career of giving back. He joined ACME just as they divested and re-invented and had the chance to re-build the remaining division. He constructed a new culture and built a lean, engaged team of both union and non-union employees.
He has a G3 attitude: Give, Give, Give.
Our immediate impression of ‘First’ was average but as we talked, he moved quickly
to our Short List.
‘First’ scored 10 / Energizing as a Problem Solver. demonstrating a confident, ‘Can Do’ Attitude. He also scored high on the competitive scale so we may want to probe how that shows up in his HR role.
“HR should be a profit center. Research indicates correlations between employee satisfaction and profitability almost to the point that we can present a direct cause and effect. We need to identify ourselves as a service provider that impacts the company´s profitability.”John Smith
An Affinity Profile measures a person’s level of comfort and natural energy rather than capability. It highlights areas that the candidate finds energizing or draining.
John Smith’s Affinity Profile is balanced. He is lowest in Mechanics of Work, with strengths in Leadership, Managing Others, and a very strong affinity for sales.
His RoleFit score for Vice President, Human Resources is 8.0. When reviewed across 54 measured competencies, John’s average score was 7.6, which is well above average.
Mechanics of work
Rolefit Index: 8.0
Derhak uses Ascentii’s RoleFit to show employers how an individuals Personal Skills and Working Styles map specifically against the role in question.
This is not a performance evaluation. It is an estimate an an individual’s probable comfort level or energy response when a specific competency is called upon. For example, an introverted personality might be an excellent manager but still might find the process of managing others exhausting.
Role Compared to: Vice President, HR
VP Human Resources
|Working Styles||Capacity||Estimated Level|
|Reliable, Committed Person of Integrity||8|
|Comfortable / Natural Leader||7|
|Strong Will to Achieve||8|
|Attentive to Completion / Follow Through||5|
|Strives to Achieve Quotas||5|
|Works Well Within Personal Guidelines||8|
|Driven, not easily distracted||8|
|Thrives in Unstable/Uncertain Situations||8|
|Team Player / Looks for Win-Wins||7|
|Makes Impartial / Objectivve Opinions||7|
|Calm / Natural Facilitiator||10|
|Masters Techinical Details||7|
|Rational / Objective Decision Maker||8|
|Natural Instinct to Stay Organized||6|
|Flexible to the Needs of Situations||8|
|Ojbective Talent Acquisition Skills||10|
|Manages to the Bottom Line||9|
|Effective Writing Communicator||6|
Would exhibit this behavior to great effect in this role
Would exhibit this behavior consistently in this role
Would exhibit this behavior infrequently in this role
Workplace Personality Traits
= Test Results
Need for Stability
Handles stressful workplace situations in a calm, steady, secure way. Moves into problem-solving mode rapidly and proceeds in a rational, analytical fashion.
Shifts easily from working with other people to working alone. Finds too much of either dissatisfying. Has a moderate threshold for sensory stimulation from the work environment.
Tends to be middle of the road and somewhat down-to-earth, but will consider new ways of doing something if convincing evidence is available. Not usually known for creativity or curiosity, but they can surface. May adopt and then expand upon a good idea from someone else. Appreciates both innovation and efficiency but neither one to the extreme.
Tends to relate to others by being expressive, tough, guarded, persistent, competitive or aggressive. Often independent in thought, asking questions to protect self-interest and to make sure of being right by winning. May not accept information without checking.
Tends to work towards goals in an industrious, disciplined and independent fashion. Mind may be like a serial processor, proceeding in a linear, sequential manner. Has a strong will to achieve, doing so with preparation and organization. Consolidates time in pursuit of established goals.
Our dashboard includes results from our TopGrading evaluation, a 12-step process that involves interviews, job scorecards, research into job history, coaching, and more. The snapshot below provides a visualization of an applicant’s career progression.