For employers who hire people
Keep people longer with better job fits for the way they think.
Hiring Fit matches how people solve work to the jobs they can actually do. Each person gets a six-domain profile. You get a cohort you can act on this week. One employer: 58 of 60 still employed at nine months. Pilot is $750 for 6 seats. Pay it. Run it.
What happens
You invite. They take 50 questions. You get evidence you can use.
Pilot $750 is 6 seats. Same science as Career Fit. Different audience copy.
Named support. Invite candidates from the employer portal. Not unfinished self-serve.
Each person gets a six-domain profile. You get a summary and a compliance export path.
Interviews now have evidence. Keep the people who fit. One cohort: 58 of 60 at 9 months.
What it solved
Better fit. More people still there at 9 months.
Prior keep at 9 months
per 100 people
After Real World Careers
per 100 people
Actual results averaged 58 of 60 still employed at 9 months, scaled to 100. That is 97 per 100 versus a prior keep of 58 per 100. One employer.
See it for yourself
A full sample employee result — scores and recommendations
Six domains. Job-fit recommendations. Interview probes you can use this week. This is the report your hiring manager reads.
Report ID RWC-RPT-086 · name not stored · composite 86 / 110.
Where the results live
On the profile, in the cohort, on a verify page they control
- Candidate report — six work domains, max 110
- Employer portal — seats, invites, pipeline
- Cohort summary and compliance export
- Verify page — they share a code; you check free
- Never the sole hire/reject basis
Problems this solves
Your hiring mess, in plain language.
| Your problem | What Hiring Fit does |
|---|---|
| Resumes look the same | A 50-question work profile you can actually compare. |
| Interviews burned on people who cannot do the job | See capability evidence before you bet a salary. |
| New hires walk in nine months | One employer: 58 of 60 still employed at 9 months. Decision support — not a guarantee. |
| Managers cannot explain “fit” | Six named domains. Shared language for TA and the hiring manager. |
| Legal risk from a black-box score | Never sole hire/reject. Human judgment required. Accommodations supported. |
| Candidates do not trust a vendor portal | They control the verify letter. You check only what they share. |
| Self-serve software you will not finish setting up | Pilot is white-glove. Named support. 6 seats. |
| No cohort view, only PDFs | Cohort summary and compliance export path. |
| Price games and seat sliders | Locked packs. Custom counts invoiced. Stripe charges the number on the button. |
| “Is this an IQ test?” | No. Ceiling 110. Not a medical exam. Not auto-hire. |
Offer lock
One commercial ladder. Totals only.
6 seats · no expiration
30 seats
100 seats
290 seats · $50/seat at 300+
Enterprise: $50 per seat at 300+ — quote only. Custom counts are invoiced. No live slider math.
Pick the pack that covers this cohort
The number on the button is the number Stripe charges. That is how you buy a solution, not a seat calculator. Other counts go to invoice.