Assistantly

Unstructured interviews have a predictive validity of 0.38.

Behavioral assessments score 0.63.

So why are interviews still the default?

We talk to founders every week who are frustrated that their last 2 or 3 hires didn't work out.

And when I ask about their process, it's always some version of the same thing.

A resume screen.
A few calls.
A gut decision.

What they describe is an interview that measured how composed someone is under pressure in a room. Which tells you almost nothing about how they'll perform in a real situation 8 weeks into the role.

We built something different.

It starts with measuring the right things.