Stage 01 · 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.
We start with a structured intake across seven areas, from the role itself to what has gone wrong in the past. Your team fills out a Perspective Survey so we hear from the people who live the environment every day. Then we profile 32 Work Drivers across functional, social, and emotional dimensions to build the Right Person Profile: a behavioral blueprint for who you actually need.
Candidate A · 94% match
Candidate B · 71% match
Work Driver alignment comparison from 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
Stage 02 · Search · Weeks 3-5
Then we find people who match it.
We source proactively across multiple channels, targeting candidates who match the behavioral profile built during discovery. This is systematic outreach powered by the Right Person Profile, reaching people who are not actively looking but are the right match.
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.
"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
Stage 03 · Proof · Weeks 6-8+
Then we prove it with real work.
Candidates complete paid, bespoke simulations built from real problems in your business. We design every simulation from first principles based on what we learned during discovery. We pay candidates for their time because we are asking for genuine effort, not a performance.
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 qualified opportunities 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
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.
Before your team meets any finalist, we run a calibration session so every interviewer knows what to look for and how to evaluate against the Work Driver profile. After you choose your hire, we support offer negotiation with market data and monitor the placement through 120 days. If the hire does not work out, we replace them at no additional cost.
"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.
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 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 flow so recruiters can focus on people
Every candidate is personally evaluated by a human recruiter. The technology makes that possible at scale. It doesn't replace the judgment.
The outcome
When the process closes, you sit down
with three to five people you didn't 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 won't be comparing resumes. You won't 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.
90%
of our placements are still in their role at 18 months.
The industry average is 58%.
We track every placement through 18 months. At 30, 60, 90, and 120 days, we check in.
That's not a coincidence. That's what happens when you stop selecting and start matching. When you stop interviewing and start testing. When you invest in getting it right instead of racing to get it done.
Need the math first? Run the fee calculator or compare flat fee vs contingency.
Not ready to start? Read how this methodology solved a 12-year hiring problem.
Read the BabyEm case study →Want the complete methodology breakdown?
Read the full methodology guide →