Experience is a claim. Fit is measurable.
Ten years of experience tells you where someone sat — not how they’ll perform in your seat. 5Profiler measures the experienced candidate against your role’s actual demands, and hands your panel the interview that settles it.
Against your role
5 fits
Personality depth
30 facets
Answers
3 per candidate
From resume pile to defensible offer
1 · Screen on fit
Sort the funnel by role-fit — the seat’s demands, not keyword density.
2 · Assess in one sitting
A respectful, adaptive battery an employed candidate can complete in an evening.
3 · Probe what diverges
Reports flag where instruments disagree — that’s the interview agenda, pre-written.
4 · Decide on one record
Panel rubric scores land beside assessment evidence — one file, one defensible call.
Senior mis-hires cost quarters
The more senior the seat, the more the decision rides on judgment, values and team congruence — exactly what interviews alone keep getting wrong.
- Judgment at seniority — expert-keyed scenarios with real trade-offs — how they’ll actually decide, not how they narrate.
- Culture congruence — similarity to the team you have, scored — see the gap before it’s a resignation.
- Respectful of employed candidates — under 30 minutes for profiling; a full battery still fits in an evening.
- The stay question — what this role feeds versus what they value — before the counter-offer teaches you.
The strong resume that wasn’t a fit
A candidate with a flawless track record scored 86 on perform — and 54 on culture congruence, with values pulling hard against the team’s working style. The panel probed exactly that in the interview, hired with open eyes into a different team, and kept them.
Questions we always get
Will senior candidates accept being assessed?
Presented properly, yes — the sitting is short, adaptive and evidently professional, and candidates receive a respectful experience with no trick questions. Many report it favourably.
Can we assess internal candidates too?
Yes — internal mobility runs on the same instruments, with the same evidence standard, so external and internal candidates compare fairly.
What about confidential searches?
Campaigns are access-controlled by role; panels see only their slice, and every view is logged.
Go deeper in the research library: unstructured interview validity · selecting first-line managers.
People also evaluate
Your next senior hire, on evidence.
A 30-minute walkthrough with your roles, not a canned deck — and a sample report to keep.