Phases 01-03 · Discovery · Weeks 1-2
First, we learn what the job actually is.
Before we search for anyone, we spend two weeks understanding your company. Not the version on your website. The real version: how decisions get made, what the team dynamics look like, and what success actually means at 90 days.
Role Definition
We start with a 30-40 question intake across seven areas: the role itself, the team it sits within, the reporting structure, the decision-making culture, the tools and systems in use, the growth trajectory, and what has gone wrong in the past. This isn't a job description exercise. It's a diagnostic.
Environment Mapping
We send a Team Perspective Survey to four or five people in your company to understand the actual working environment. Not what the founder thinks the culture is, but what the team says it actually is. This gives us ground-level data that job descriptions never capture.
Work Driver Profiling
We identify the 32 functional, social, and emotional drivers that predict whether someone thrives in this specific role. The output is the Right Person Profile: the behavioral blueprint for who you actually need, built from discovery, not assumptions.
Candidate A · 94% match
Candidate B · 71% match
Work Driver alignment comparison — actual SuperHired OS output
"The Right Person Profile is the gold-plated standard of what the right person is for this seat, in this company, in this context. Once we agree on that, everything else gets created from it."Josh Hill, Founder
29 pages
Job Deck
Operations Manager · BabyEm Training
Contents
- Company Context and Vision
- Role Overview and Responsibilities
- Behavioral Profile We Are Looking For
- What the Company Expects
- Signals That You Are the Right Fit
- What Is Genuinely Hard About This Role
- Compensation Breakdown
- Benefits and Limitations
- Team Dynamics and Working Style
- Founder Profile and Company Direction
Phases 04-05 · Search · Weeks 3-5
Then we find people who match it.
Targeted Search
We source proactively across eight or more channels, targeting candidates who match the behavioral profile built during discovery. This isn't a job board posting. It's systematic outreach powered by the Right Person Profile, reaching people who are not actively looking but are the right match.
Powered by SuperHired OS · Managed by recruiting partners
Candidate Screening
Every candidate receives the full 29-page Job Deck before their first conversation with us. It covers the company, the role, what is genuinely hard, the compensation breakdown, and what the founder is like. Candidates arrive at their 45-minute discovery calls already informed. There is no selling. There is no sugarcoating. The ones who do not fit self-select out before we invest in deeper conversations.
Recruiting partners build the relationships that close
"We do 45-minute discovery calls, which isn't the norm. Some agencies don't even screen. They just go off the CV and connect them straight to companies. The client ends up saying, 'Did you even talk to this person?'"Josh Hill
Phases 06-07 · Simulation · Weeks 6-8
Then we prove it with real work.
Candidates complete paid, bespoke simulations built from real problems in your business. Every simulation is designed from first principles based on what we learned during discovery. We pay candidates for their time because we're asking for genuine effort, not a performance. The data we get from a paid simulation is worth more than any interview.
Example simulation prompt
"You are the incoming VP of Marketing at [Company]. The previous leader built a 12-person team around paid acquisition. The CEO now wants organic growth to represent 40% of pipeline within 18 months. Three team members have expressed concerns about the pivot. Draft your 90-day plan and your talking points for the first all-hands."
Evaluation dimensions
Work Simulation
Each simulation has two parts. First, an asynchronous component where the candidate produces a deliverable using real context from your business. Then a live session where our recruiting partner observes how they think, adapt, and communicate under pressure. Candidates sign NDAs and work with real data. This is as close to the actual job as we can get without hiring them.
Team Calibration
Before your team meets any finalist, we run a calibration session. Every interviewer on your side knows what to look for, what questions to ask, and how to evaluate against the Work Driver profile. No unstructured conversations. No gut-feel decisions. Everyone is looking at the same criteria.
"We want to put four or five candidates together where the client says, 'I don't know who to go for because they're all solid.' That is the dilemma we want to create. And then we hold their hand through the decision."Josh Hill
You spend three hours.
We spend eighty.
Phases 08-09 · Close · Weeks 9-10
Then you decide. We guarantee it.
Offer Management
We support offer negotiation with market data and candidate context. Both sides arrive at terms feeling confident, not pressured. The goal is an offer that reflects the actual value of the match, not an inflated number designed to close a deal.
Integration Support
We monitor the placement for 120 days. If something is not working, we address it. If the hire fails, we replace them at no additional cost. Most agencies disappear after placement. We stay because our methodology only works if the hire actually lasts.
How we operate
Humans do human things.
AI does AI things.
We built an operating system so our recruiting partners can spend their time on the work that only humans can do: relationship building, career coaching, deep discovery, and the vulnerability-based conversations that reveal what someone really wants from work.
What our recruiting partners do
- Run 45-minute discovery calls that go deeper than any recruiter screen
- Build genuine relationships with candidates over weeks, not minutes
- Design bespoke simulation tasks from first principles
- Observe candidates working under real pressure and annotate their thinking in real time
- Have the vulnerability-based conversations that reveal what someone actually needs from work
- Make every final recommendation based on human judgment and experience
What our tools handle
- Source candidates across 8+ channels simultaneously
- Compare Work Driver profiles against the company environment assessment
- Synthesize intake data, team surveys, and research into structured artifacts
- Generate the Right Person Profile from discovery inputs
- Catalog and organize all candidate interactions and signals
- Handle admin, scheduling, and data pipeline so recruiters can focus on people
Every candidate is personally evaluated by a human recruiter. The technology makes that possible at scale. It does not replace the judgment.
The outcome
At the end of ten weeks, you sit down
with three to five people you did not know existed.
Every one of them has been discovered, not sourced. Their Work Drivers have been measured against your environment. They have completed a paid simulation using real problems from your business. Their risks and trade-offs have been documented honestly. And your team has been calibrated to evaluate them against the same criteria.
You will not be comparing resumes. You will not be guessing about cultural fit. You will be choosing between people who have already demonstrated they can do the work, in your context, at your pace.
95%
of our placements are still in their role at 18 months.
The industry average is 58%.
That is not a coincidence. That is what happens when you stop selecting and start matching. When you stop interviewing and start testing. When you invest ten weeks in getting it right instead of three weeks in getting it done.
Not ready to start? Read how this methodology solved a 12-year hiring problem.
Read the BabyEm case study →