Hire based on
who a person actually is
not just what’s
on the surface

89% of mishires happen because someone’s soft skills don’t work out. Soft skills are the behavioral traits that help people succeed on the job. They tell you who a person actually is (and how they might show up for work each day).

Do they value consensus-based or individual decision-making

25%
more
consensus-
driven

Are they truth-oriented or relationship-oriented?

75%
more truth-
oriented

Strong in collaboration and trustworthiness - how will this add value to our team?

Top 10%
in collaboration & trustworthiness

Close the soft skills gap.
See the light with Searchlight.

Our 360-degree assessments connect pre-hire behavioral data to employee outcomes. Get a complete view on every candidate — so you can hire with confidence (and data).

Fair

Behavioral view of candidate based on patterns across multiple data points. Removes bias and human
error.

Structured

Accurate picture of candidate competencies, strengths & gaps and career interests

Predictive

Strong prediction of post-hire performance and growth
opportunities

Current hiring methods miss the full picture

Hiring based on work experience, technical skill and qualitative interviews paints an incomplete picture and misses the most important signals.


Resumes show education, work experience and hard skills, but lack hard data about how they’ll show up on the job.
Interviews are often qualitative and subject to unconscious bias. Research shows we make snap, unconscious judgments based on our existing biases and beliefs.

Surface the competencies and soft skills that predict success at your organization

Searchlight’s four types of behavioral data give a 360-degree view of who your people are — and how they’ll do on the job

Spotlight On: Competencies

ONE OF SEARCHLIGHT’S 4 TYPES OF BEHAVIORAL DATA

Can they do the job?

Our quantified, corroborated feedback on a candidate’s mastery of specific skills helps you prove or disprove gut feelings on whether a candidate can do the job

Why it works

I/O psychology research maps skills to specific jobs, but corroborated multi-raters (i.e.; previous colleagues) are more predictive of job performance, thereby providing stronger validation on competency mastery (American Psychological Association)

Spotlight On: Cultural Alignment

ONE OF SEARCHLIGHT’S 4 TYPES OF BEHAVIORAL DATA

Will they work well with our team?

Our customized, forced-choice methodology provides an accurate picture of a candidate’s culture-add, so you can see if a candidate’s way of working matches your team’s culture of how things get done

Why it works

Organizations in the top quartile of culture return 60% more to shareholders than median companies (McKinsey)

 

Spotlight On: Strengths & Gaps

ONE OF SEARCHLIGHT’S 4 TYPES OF BEHAVIORAL DATA

Can their strengths add value?

Our unbiased, comprehensive list of a candidate’s strengths and gaps give you a jump start on day one, so you can double-down on strengths and support their growth

Why it works

Strengths-based recruiting leads to lower attrition, increased productivity and higher employee engagement (Kogan Page)

Spotlight On: Career Interests

ONE OF SEARCHLIGHT’S 4 TYPES OF BEHAVIORAL DATA

Can we help them grow?

Our open-ended questions and forced-choice ranking provides a 360-degree view on a candidate’s goals and expectations, providing a crucial understanding of who they are and what they want

Why it works

Aligning an employee’s role to their top strengths, values and passions is critical to setting them up for success from the start (Australian HR Institute)

Spotlight On: Competencies

ONE OF SEARCHLIGHT'S 4 TYPES OF BEHAVIORAL DATA

Can they do the job?

Our quantified, corroborated feedback on a candidate’s mastery of specific skills helps you prove or disprove gut feelings on whether a candidate can do the job

Why it works

I/O psychology research maps skills to specific jobs, but corroborated multi-raters (i.e.; previous colleagues) are more predictive of job performance, thereby providing stronger validation on competency mastery (American Psychological Association)

Spotlight On: Cultural Alignment

ONE OF SEARCHLIGHT'S 4 TYPES OF BEHAVIORAL DATA

Will they work well with our team?

Our customized, forced-choice methodology provides an accurate picture of a candidate’s culture-add, so you can see if a candidate’s way of working matches your team’s culture of how things get done

Why it works

Organizations in the top quartile of culture return 60% more to shareholders than median companies (McKinsey)

 

Spotlight On: Strengths & Gaps

ONE OF SEARCHLIGHT'S 4 TYPES OF BEHAVIORAL DATA

Can their strengths add value?

Our unbiased, comprehensive list of a candidate’s strengths and gaps give you a jump start on day one, so you can double-down on strengths and support their growth

Why it works

Strengths-based recruiting leads to lower attrition, increased productivity and higher employee engagement (Kogan Page)

Spotlight On: Career Interests

ONE OF SEARCHLIGHT'S 4 TYPES OF BEHAVIORAL DATA

Can we help them grow?

Our open-ended questions and forced-choice ranking provides a 360-degree view on a candidate’s goals and expectations, providing a crucial understanding of who they are and what they want

Why it works

Aligning an employee’s role to their top strengths, values and passions is critical to setting them up for success from the start (Australian HR Institute)

How does it work?

Searchlight collects and analyzes candidates’ competencies, strengths & gaps, cultural alignment and career interests from 360-degree assessments. Behavioral data provides talent insights over time, surfacing the soft skills that predict success at your organization.

SEARCHLIGHT

Our unique approach

Our One-Click References and Self-Assessments are the foundation from which we take a unique, research-driven approach to understanding your talent

We design 360-degree assessments

360-degree assessments give you the ability to created structured formats with forced choice and open-ended questions using an intuitive question designer that automatically accounts for inclusive language

We use ML to process the behavioral data

360-degree assessments give you the ability to created structured formats with forced choice and open-ended questions using an intuitive question designer that automatically accounts for inclusive language

Predictive Intelligence

Measure and improve on quality of hire through a continuous, insights-driven feedback loop that gets better over time. Build a predictive success model for every role at your organization based on proven success signals. Make the right decisions and investments.

We design 360-degree assessments

360-degree assessments give you the ability to created structured formats with forced choice and open-ended questions using an intuitive question designer that automatically accounts for inclusive language

We use ML to process the behavioral data

Searchlight uses Machine Learning to processes behavior data to ensures it’s quantified, corroborated, validated to limit disparate impacts, and connected to pre- and post-hire outcomes

Predictive Intelligence

Measure and improve on quality of hire through a continuous, insights-driven feedback loop that gets better over time. Build a predictive success model for every role at your organization based on proven success signals. Make the right decisions and investments.

Backed by science

Searchlight Data Collection


Assessment Design: Our specific focus on 360° assessments (pre- and post-hire) include feedback from multiple candidate observers. This type of evaluation is proven to provide a superior prediction of job performance than targets’ self-reports alone, based on research from the American Psychological Association. Connelly, B. S., McAbee, S. T., Oh, I.-S., Jung, Y., & Jung, C.-W. (2021)

Categorization: Our four types of behavioral data are informed by Job Analysis, a foundational practice in I/O Psychology to understand the essential tasks, skills and knowledge required for a particular job. Industrial/Organizational Psychology: An Applied Approach. 6th Edition. Aamodt, M. (2010).

Searchlight at work

Searchlight makes me feel good that we’re digging into the signals that are most predictive for quality of hire. It’s taken a lot of guesswork out of our hiring.

Kenny Mendes, Head of Finance, People & Operations

Read the Case Study

The hidden value of Searchlight is that it’s a values check. By using Searchlight as part of our hiring and closing process, our team can align more tightly to our values, so we’re bringing in people who value quality and community.

Jeremy Cai, founder and CEO, Italic

Read the Customer Highlight

We’ve saved an average of seven days per hire because Searchlight’s data is more predictive than what we were learning in our values interviews. We were able to confidently replace a full interview stage and give hiring managers actionable insights to help onboard new hires.

JT Haskell, Director of Recruiting

Read more about Zapier’s data-driven hiring

Searchlight gave us more granular reference feedback and unlocked a holistic view of our candidates. They’ve made our process more objective and data-driven, while helping us avoid bad hires.

Garret Seevers, VP of Marketing

Read the Case Study

A Connected predictive Talent Ecosystem