Shortlist the top 10%. Defend every placement.
The Success Factor gives recruitment firms a decision-grade performance signal on every candidate — so your shortlists are stronger, your pitch is sharper, and your placements stick.
You're being asked to predict performance from polish.
CVs, LinkedIn, and a charismatic first interview don't tell you who will actually deliver in the seat. And when a placement fails inside six months, the guarantee clause — not the client relationship — is what gets tested.
A proprietary signal your competitors don't carry.
Most firms hand the client a CV and a reference check. You hand them a CV, a reference check, and a validated Success Factor profile that predicts on-the-job performance — across grit, self-control, planning, and emotional regulation.
Clients see what they've never seen before. Your shortlist becomes defensible. Your pitch becomes differentiated. And your placement data compounds over time into a proprietary benchmark no one else has.
Four ways it earns its place in your process.
Stress-test the shortlist
Ask your top 3 candidates to complete the Success Factor before final-round. The subscale pattern often flips the ranking — and always informs the client conversation.
Defend the long-list
When a client pushes back on a candidate's CV, the performance profile makes the case for you. Data, not narrative.
Win the mandate
In a competitive pitch, the Success Factor is the moment the client realises you're not selling CVs. You're selling predicted outcomes.
Protect the placement
A profile in the file means fewer post-hire surprises, fewer guarantee-period disputes, and a shared language for onboarding conversations.
Per-role quizzes — calibrated to the exact seat you're filling.
Generic performance scores are useful. Role-calibrated performance scores are decisive. We're rolling out tailored Success Factor quizzes for every job family you recruit — CEO, CFO, CRO, CTO, VP Sales, Head of Product, Finance Director, Head of People, COO — with sector-specific benchmarks layered on top.
C-suite executive
Generic SF + emotional regulation weighting for board-facing roles.
Revenue leadership
CRO / VP Sales / Head of Growth — grit & self-control weighted.
Product & engineering
CTO / VPE / Head of Product — planning weighting increased.
Finance & operations
CFO / COO / Ops Director — control & planning weighted.
People leadership
CHRO / Head of Talent — emotional regulation weighted.
Industry-specific
Financial services, tech, professional services, healthcare benchmarks.
Bring the Success Factor to your firm.
Agency partnerships include white-labelled candidate links, branded results exports, volume pricing, and a 60-minute onboarding session for your consultants. Book a call to see the dashboard and get your firm's benchmark.
Start a partnership conversation