Stop guessing. Start measuring.
NeuroFrame gives HR teams an unfair advantage: behaviour observed in a simulation instead of self-report, the same scoring model for every candidate, and psychometrics published with the sample behind them.
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 30–60 min.
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 a behavioural 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 a comparison sample of 14,850 executives and entrepreneurs.
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 publishes its psychometric evidence: CFI, Cronbach's α, test–retest and AUC, each with the sample it was measured on.
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
- Ranking engineers against the Staff/Principal role profile
- 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 executives from 500+ companies in the comparison sample
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
- Ranking your reps against the sales-leadership profile
- Reducing ramp time with profile-matched onboarding
- Analyzing team composition vs. territory performance
Average cost of a failed sales hire: $115K. NeuroFrame gives you a behavioural signal before the offer, not after the ramp.
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 is among the most expensive mistakes an organisation makes. NeuroFrame contributes evidence about work behaviour — AUC = 0.77 on 3,000+ employees — not a verdict on the person.
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: one procedure for everyone, with adverse impact measured and reported
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 is one you can repeat to a board, an auditor, or a candidate you turned down
Bad Hire Liability
Average total cost of a bad hire including recruitment, onboarding, lost productivity (SHRM). NeuroFrame works on that cost by naming role-fit gaps to explore at interview.
Demographic inputs in the model
Gender, age and ethnicity are not inputs: every candidate plays the same game and is scored by the same model. Adverse impact is something we measure and report, not something any method can claim to have eliminated.
Time-to-Fill Pressure
Traditional batteries take 4+ hours of a candidate's time. NeuroFrame takes 30–60 min on any device, and the report and the ranking are generated automatically.
Turnover Prediction Failure
AUC = 0.77 against real KPIs and manager ratings on 3,000+ employees. Measured on our own data, and we state the sample it came from.
Vendor Accountability
Unlike MBTI or DiSC, NeuroFrame publishes its psychometric properties: CFI = 0.96, α = 0.69–0.77, test–retest > 0.83. Your vendor selection is defensible.
Succession Planning Gaps
The comparison sample is made of executives and entrepreneurs. The HiPo module ranks your people against it, so you see who is already close to the bar before the seat opens.
Ready to hire on behaviour, not self-report?
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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