WE SELECT
Profiles built for the role you’re actually hiring for, at the organization you’re actually hiring into.
We Select applies validated Five-Factor science to hiring, with fit profiles built from your roles, your teams, and your leaders—not an off-the-shelf industry template.
Why do standard hiring profiles underperform?
Why does validated behavioral data matter more now?
Because the signals hiring teams have relied on for thirty years are eroding. Gartner projects that by 2028, one in four candidate profiles globally will be fake, as AI-written résumés and coached interview answers become routine. Validated behavioral data measured on a continuous scientific instrument is substantially harder to fabricate at scale.
It’s the durable signal in a funnel where the traditional ones are getting noisier.
What does We Select measure?
1
Candidate–Job Fit—how a candidate’s trait configuration maps to the actual demands of the role
2
Candidate–Team Fit—how they’d complement the team already in place
3
Candidate–Leader Alignment—how they’re likely to work with the specific manager they’d report to
4
HiPotential ID—early, evidence-based signals of potential, on the same scale used across the organization
How does We Select hold up on the criteria buyers compare?
Reliability
The Five-Factor Model carries four decades of independent, peer-reviewed validation. The WorkPlace Big Five Profile® applies that framework and carries its own confirmed reliability—test-retest reliability of 0.80–0.90—with full validity documentation available on request.
Candidate experience
a short, mobile-friendly assessment designed to keep candidates engaged rather than fatigued, even at high volume.
Ease of rollout
delivered by email or portal. You stay in control of administration, but not person by person—the platform is built to make reaching every candidate realistic.
What happens to the profile after the hire?
It stays with the person. Because We Select and We Development run on the same instrument, a new hire’s results become day-one onboarding insight for them and for the manager receiving them. Most hiring platforms treat post-hire development as a separate product. Here it’s the same scale, from candidate through succession.