What is your hiring process actually selecting for?
Eight questions about your process, not your candidates. Nobody who applied to you is being assessed here.
It reads two things: whether the process hands candidates a floor or makes them win one, and whether what it assesses is the job or a proxy for it. Those are independent — a process can be scrupulously fair and still be measuring the wrong thing.
A self-reflection tool based on the Taken or Given framework — not a validated psychological assessment or a diagnosis.
Two minutes · free · no sign-up · nothing you answer is sent anywhere
Answer for one role you have hired for recently — the process as it actually ran, not as it is written down.
First · the shape of it
Two numbers about one role.
This is arithmetic, not scoring — it totals what the process asks of the people who go through it. Estimates are fine.
How many candidates reach an interview?
Per role filled — not applications, people you actually spoke to.
How many hours does one candidate spend?
Everything across every stage: interviews, take-homes, presentations, travel, and the preparation each of those implies.