The system is based on a 1 to 100 scale, with 1 being the lowest and 100 being the highest. It is rare for candidates to score a perfect 100 in every category as no “perfect candidate” exists. The rankings are displayed in percentages as it’s the easiest format to understand.

Education & Skills – actual degrees and certifications that are required or add to the candidate’s knowledge of concepts, procedures, financial, sales, or management capabilities. In addition, relevant skills acquired that will allow the candidate to come up with solutions, strategies, or solve problems

Experience & Accomplishments – Takes a big picture view of the total compensation package candidate is seeking and provides a rating on it’s comparison to what client is offering based on their experience and previous accomplishments. Also taking into account their past performance & other factors, meaning candidate is paid for value they bring not simply being on staff. 

Team & Role Fit – analyzes if the candidate is a strong match for the team based on psychometrics that the candidate will work effectively within this environment. In addition, looks at relational communications traits, conflict resolution skills, leadership and decision making, ability to lead change, presentation skills, and ability to drive revenues / closing skills and personality to confidently sell his/her ideas and win people over

Meeting Objectives – measures the overall experience gained and how that equates to being able to manage the primary responsibilities of the role. In addition, measures relevant accomplishments that portend that the candidate will likely have success in the role