Stop guessing. Start measuring.
NeuroFrame gives HR teams an unfair advantage: objective behavioral data that predicts job performance, reduces hiring risk, and makes every people decision defensible.
You need NeuroFrame when…
You're hiring 50+ people in a quarter
Manual screening doesn't scale. NeuroFrame processes unlimited candidates simultaneously — each gets a full behavioral profile in 30 minutes.
You had 2+ bad hires in the last year
If your current process isn't preventing mis-hires, the problem is the tool, not the recruiter. NeuroFrame adds an objective data layer that catches what interviews miss.
Your leadership pipeline is empty
Succession planning requires identifying potential before it's visible. NeuroFrame benchmarks every employee against 10,000+ proven leaders.
Teams are underperforming despite "good" hires
The issue might be team composition, not individual talent. NeuroFrame Team analyzes role balance, conflict patterns, and collaboration dynamics.
You need to defend your assessment process
Regulatory scrutiny, board questions, or internal audits — NeuroFrame provides published psychometric evidence (CFI, α, R²) that traditional tools cannot match.
Candidates are gaming your assessments
Self-report tests (MBTI, DiSC) are trivially fake-able. NeuroFrame observes behavior in a simulation — there's no "right answer" to pick.
Which teams benefit the most
NeuroFrame works across every function — but the ROI is highest where hiring mistakes are most expensive and behavioral fit matters more than technical screening.
Engineering & Product
Technical interviews test coding skills — but not decision-making under ambiguity, collaboration under pressure, or strategic resource allocation.
- Hiring senior engineers & tech leads
- Identifying hidden leaders for Staff/Principal roles
- Assessing cross-functional collaboration potential
- Building balanced squads (drivers + stabilizers)
A bad senior hire costs 2× annual salary + 6 months of lost team velocity.
Project & Program Management
PMs live in ambiguity. Traditional interviews can't measure how someone handles competing priorities, shifting deadlines, and stakeholder conflict.
- Screening PMO candidates at scale
- Succession planning for program directors
- Evaluating risk tolerance and escalation style
- Benchmarking against 500+ companies' PM cohorts
A weak PM silently derails 3–5 workstreams before anyone notices.
Sales & Revenue
Sales hires are expensive to onboard and fast to churn. Quota attainment in month 1 correlates poorly with interview performance.
- Volume hiring for SDR/BDR roles
- Identifying future sales leaders
- Reducing ramp time with profile-matched onboarding
- Analyzing team composition vs. territory performance
Average cost of a failed sales hire: $115K. NeuroFrame reduces mis-hires by 3×.
Executive & C-Suite
The higher the role, the harder it is to assess. References are curated. Interviews are rehearsed. NeuroFrame measures real traits through behavior.
- CEO/COO succession pipelines
- Board-readiness assessments
- M&A leadership due diligence
- Founder/co-founder compatibility analysis
A wrong C-suite appointment costs $2.7M on average. NeuroFrame's R² = 0.46 is 5–9× more predictive.
Operations & Supply Chain
Operations teams need systematic thinkers who thrive in structured chaos. NeuroFrame reveals planning depth and multi-tasking capacity.
- Hiring plant managers and shift supervisors
- Cross-training readiness assessment
- Lean Six Sigma leader identification
- Safety-conscious decision-making profiling
Operational errors from wrong hires cost 1.5–3× salary in waste, rework, and downtime.
HR & People Teams
People teams need analytical mindsets, change management skills, and the ability to influence without authority.
- HRBP role assessments
- L&D program effectiveness validation
- Internal mobility and redeployment decisions
- DEI: objective assessment removes unconscious bias
HR's credibility depends on the quality of its recommendations. Data-backed assessments protect HR's seat at the table.
What NeuroFrame protects you from
Every metric here directly reduces personal and organizational risk for HR leaders
Bad Hire Liability
Average total cost of a bad hire including recruitment, onboarding, lost productivity (SHRM). NeuroFrame cuts mis-hire rate by identifying behavioral red flags before offer.
Assessment Bias Claims
Subjective bias. NeuroFrame uses behavioral data — no gender, age, ethnicity factors. Every candidate gets the same game, same scoring model.
Time-to-Fill Pressure
Faster screening. Traditional batteries take 4+ hours. NeuroFrame: 30 minutes, automated report, instant ranking. 10× more candidates in the same window.
Turnover Prediction Failure
NeuroFrame predicts job performance 5–9× better than interviews. Better prediction = better retention = lower cost per hire.
Vendor Accountability
Unlike MBTI or DiSC, NeuroFrame publishes psychometric properties. CFI = 0.96, α = 0.74, test-retest > 0.83. Your vendor selection is defensible.
Succession Planning Gaps
of companies have no formal succession plan. NeuroFrame's HiPo module identifies hidden leaders before you need them.
Ready to make your next hire unfakeable?
Book a 30-minute demo. We'll run you through the platform, show real reports, and build your personalized profile — free.
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