ALIGNMENT
Your hiring managers agree the role matters. Not on what it must produce.
Alignment isn’t a kickoff meeting. It’s a written standard that survives candidates.
23 questions. About ten minutes. A scored read of where your hiring breaks.
THE RECOGNITION
The intake felt aligned. Then candidates arrived and every interviewer measured a different role. Feedback went vague, the bar moved, and the recruiter got blamed for a target nobody fixed in place.
TRANSLATION
You call it hiring manager alignment. We call it defining winning - written, signed, before any candidate enters. When it exists, feedback has a referee.
Research heritage since 1999 · 60%+ of the Fortune 500 have used Qualigence · 85% retention on placed candidates over 24 months
THE SCIENCE
Why selection - the science under every service.
Most firms compete on access - who they know. We compete on evidence - what a candidate has actually done under pressure, tested against a definition of winning your team wrote down before the search opened. That is the 6-Step Performance Engine™: define winning, test identity and behavior against it, protect the standard through feedback and the decision.
It’s why 85% of our placed candidates are still performing at 24 months, and why 60%+ of the Fortune 500 have used Qualigence since 1999.
WHAT WE INSTALL
Intake discipline
A 90-minute intake that produces a written definition of winning - performance at 90 days, 6 months, and 12 months. The intake doesn't close until the standard is signed. No standard, no search.
Interviewer sign-off
Every interviewer evaluates against the same written standard. Feedback must cite evidence against that standard. 'I liked them' stops counting as data when there's a referee in the room.
The Definition of Winning Template
The exact intake form we run on every search. Download it, run it with your hiring managers, and own the intake before any candidate enters.
Take the template with you
The Definition of Winning Template. Free, no form.
THE PLAN
Tell us the role, the market, and what a successful hire looks like in the seat.
We run it through the engine - intake, screen, evidence file, standard that holds.
You get a hire that holds - still producing at 24 months, because the decision was built, not guessed.
Hiring managers who misalign at intake will relitigate the decision at the debrief table. Calibrate the standard before the search opens.
QUESTIONS
Why does hiring manager alignment break down between intake and decision?
Because alignment at intake is usually verbal, and verbal alignment doesn't survive candidates. The first strong candidate redefines the bar. The second one shifts it again. By the time the debrief happens, every interviewer has measured a different role. Write the definition of winning before any candidate enters, or you'll manage the drift forever.
How do you get hiring managers to commit to a written definition of winning?
Tie it to the last bad hire. Every manager who has paid for a mis-hire will sign the intake when they understand it's what prevented the last one. The intake isn't paperwork - it's the only moment in the process where the hiring manager's definition of success gets locked in before candidates cloud their judgment.
What happens when the hiring manager changes the standard mid-search?
That's drift. The definition of winning exists to name drift when it happens - and give the recruiter standing to say 'this deviates from what we agreed.' Without a written standard, there is no deviation, just changing opinion. With one, the conversation becomes 'should we reopen the intake' instead of 'keep looking.'
How long should the intake meeting take?
A properly run intake takes 90 minutes. At the end, the definition of winning is written and signed - performance at 90 days, 6 months, and 12 months; the behavioral standard; the red flags that would end a search. Everything after that is evaluation against a fixed target, not a moving one.
Get every interviewer measuring the same role.
23 questions. About ten minutes. A scored read of where your hiring breaks.
