Know how your next hire will perform.
Before you sign them.
The interview is the least reliable part of hiring.
So why bet your most important role on it?
Powered by The Predictive Index · Red Wolf leads PI across Australia & Asia Pacific
The interview is the least reliable part of hiring.
So why bet your most important role on it?
You've got a business-critical role to fill. Maybe it's the one senior hire the next five years hinge on. Maybe it's a role you just have to get right first time. Either way, getting it wrong isn't an option.
Here's the uncomfortable bit. The way most of us hire for these roles, a CV, a couple of interviews, a reference check, a gut feel in the room, is also exactly how most of us get burned.
Sound familiar?
- You're hiring on instinct. The decision comes down to who interviews well on the day, which really only tells you who's good at interviews, not who'll be good in the job.
- You're flying blind. A CV tells you where someone's been. It tells you nothing about how they'll show up after day 90, or work with the rest of the team.
- The wrong hire is brutally expensive. Not just their salary, but the momentum you lose, the team that wobbles, and the second recruitment process you run when it doesn't work out.
Before you carry any of this as your own failing, please don't. The science that predicts how someone will really perform has been around for decades. It was just kept inside big organisations with entire teams of people-scientists. Your instincts were never the problem. You just never had this in your hands.
Until now.
Predict how they'll show up on day 90
Better than a hunch. Backed by science.
Decades of research point to something clear: the strongest predictors of how someone will perform in a role are not found in their CV, nor in how charming they are over coffee. They're structured and evidence-based: how a person is wired to behave, their cognitive ability, and a proper process to assess them.
Because people are so much more than a résumé. To hire well, you have to look at the whole person, not just the briefcase the CV already covers. Most hiring only ever looks at the briefcase. We help you see the head, the part that predicts how they'll really perform, before you commit to anyone.
Imagine knowing, before you make the offer, how a candidate is wired to work.
Imagine sorting your shortlist by who genuinely fits the role, not who wrote the best CV.
Imagine walking into every interview knowing exactly where to dig.
Built for the hire you can't afford to get wrong
The Predictable Hire is built, specifically and lovingly, for anyone about to make a hire they can't afford to get wrong:
- The CEO replacing a retiring executive
- The manager filling the role their whole team leans on
- The hiring lead who's been stung before and is dead set on not repeating it
You bring the candidates. We bring the science. Together we turn your biggest, most nerve-wracking decision into a confident, data-backed one.
TRUST THE RESEARCH
The best predictors of workplace performance is Behavioural and Cognitive Assessments with a structured interview.
The Best Predictor
%
Behavioral + Cognitive + Interviews
OK Predictors
%
Integrity Tests
%
Interviews
Poor Predictors
%
Education
%
Reference Checks
%
Emotional Intelligence
%
GPA or ATR
THE EVIDENCE : 100 years of research
Across a century of studies, structured, data-based selection predicts job performance far better than interviews and CVs alone.
Schmidt & Oh, 2016.
See the whole person, not just the resume
Great hiring looks at the head, the heart, and the briefcase. Most processes stop at the briefcase, the one part that predicts the least.
We help you see the Head
The part that predicts how they'll really perform, before you commit to anyone. You bring the candidates. We bring the science.
WHERE HIRING GOES WRONG
Only ever the briefcase.
Most processes stop at the CV and a gut read in the room, the two least reliable signals, and never assess the head, the part that predicts performance.
That's how the wrong hire walks in the front door.
HEAD
How they think, and what drives them.
Their behavioural drivers and cognitive ability, the strongest predictors of how someone will actually perform in the role.
Do you know how your top candidate handles pressure, or how quickly they'll get up to speed?
HEART
What they actually care about.
Their values, ethics, and interests, and whether they line up with the role and the team they'll be joining.
Will this person be motivated by the work that's actually in front of them?
BRIEFCASE
What the CV already covers.
Education, knowledge, skills, and experience. It matters, but it's only ever one part of the picture, and it's the only part most hiring ever looks at.
If the résumé is all you assess, what are you missing?
Imagine sorting your shortlist by who actually fits
Imagine knowing, before you make the offer, how a candidate is wired to work. How they'll handle pressure. How they'll click, or clash, with the team around them. Imagine sorting your shortlist by who genuinely fits the role, instead of who wrote the best CV or had the firmest handshake.
That's not wishful thinking. That's a behavioural assessment, a job profile, and a couple of focused sessions with people who do this for a living.
The real cost of waiting isn't the fee. It's the price of getting this hire wrong and having to run the whole thing again next year, at more cost and unnecessary disruption.
Your instincts were never the problem. You just never had this in your hands.
Why trust us with this
Leaders of The Predictive Index in Australia & Asia Pacific
Our Red Wolf Group team is ex-HR professionals, including people who've held senior executive roles, who've spent the last ten years making hiring decisions far less of a gamble. We've seen exactly what a great hire does for a business, and what a bad one quietly costs.
We are also the leaders of The Predictive Index in Australia and Asia Pacific. Not only have we used PI for over a decade, our team teaches organisations to embed PI in their business every single day.
This is simply how we help you get more great hires, and fewer expensive mistakes.
Introducing
The Predictable Hire
A short, sharp recruitment advisory that replaces the guesswork with science-backed, evidence-based profiling. We profile the role, profile your candidates against it, and give you a clear read on exactly who will thrive in the job.
What you walk away with
- Total clarity on what great looks like for this role, agreed by your key people and backed by data, so you hire against a real target instead of everyone's gut feel.
- A behavioural and cognitive read on every candidate, so you know how each one is wired to perform well before you commit, not six months too late.
- Your shortlist, sorted by genuine role fit, so you spend your interview time on the people most likely to succeed.
- Custom interview questions for each candidate, so you walk into every interview knowing exactly where to dig.
- The confidence to make the call and back it, because it's based on real evidence, not a coin toss.
Six months on, our new CFO is exactly who we were after: a trusted advisor and a great manager for the team. Better yet, I knew exactly how to set him up to succeed from day one thanks to the PI insights the Red Wolf team gave me.
Chris
CEO, Winery in Hunter Valley
How The Predictable Hire works
Light on your time, heavy on the evidence. Most engagements run about one day to two weeks, start to finish.
Three to five of your key people take the PI Job Assessment, a short 15-minute exercise that gets everyone aligned on the behavioural and cognitive requirements of the role, plus a 30-minute alignment session with you. You come away with a Job Report and total clarity on what great looks like, before a single candidate applies.
Each final candidate completes a five-minute behavioural assessment and a 12-minute cognitive assessment. We profile up to five candidates against the role and sort them by match score, so you can see in black and white who actually fits, not just who interviews well.
For each candidate we hand you a custom interview guide that tells you exactly where to probe based on their profile: the strengths to lean into, the risks to test. Every interview earns its place, and nothing important slips through.
We sit down with you for an hour to walk through the findings, the match scores, and the reports, and what they mean for your decision. You bring your questions, we bring ten years of doing exactly this. You make the final call alongside someone who's seen hundreds of these, instead of on your own.
Total time from you and your team: a few hours. We do the heavy lifting in between.
What's included
PI Job Profile for the role, plus a 30-minute alignment session
Up to 5 candidates profiled against the role (behavioural and cognitive)
A custom interview guide for each candidate
Full PI report kit for your candidates
1-hour expert debrief with the Red Wolf team
Want more than 5 candidates profiled? Add them at $300 each.
Your investment
$1,950
+GST
Up to 5 candidates · add more at $300 each
Because this involves senior time from our small team, we only take on a handful of these at once. Get in touch now so you're not disappointed. Good people don't hang around waiting to be chosen.
Questions you might have
I'm already at the end of my process with a preferred candidate. Is it too late?
Not at all. Even a single candidate snapshot can confirm what your gut is telling you, or flag the thing you'd otherwise only find out the hard way in month three. We can get someone profiled within a matter of hours.
How many candidates can you profile?
Up to 5 against the role as standard. Got more? We can add candidates at $300 each.
How much time does this take from me?
A few hours, maximum. Three to five of your people spend about 20 minutes on the job assessment, candidates spend five minutes (12 for the cognitive), and you spend an hour with us on the debrief. We handle everything in between.
Do I need to use PI already?
No. We bring the Predictive Index. You don't need anything in place.
Isn't this just a personality test?
No. PI is a validated, research-backed behavioural and cognitive assessment built to predict workplace performance, not a quiz that sorts people into a colour. It's one instrument, used properly, inside a structured process.
Who actually delivers this?
The Red Wolf Group team: ex-HR professionals and PI experts who've held executive roles and been doing this work inside real businesses for ten years.
Is it confidential?
Completely. Your candidates' results and your role data stay between you and our team, full stop. We never share or use your business as an example without your explicit permission.
Can Red Wolf attend candidate interviews?
If you'd like help interviewing, ask about our Executive Hiring Partnership, where we partner with you end to end on the success profile, interview design, team alignment, and onboarding. Speak to one of our team directly if that's your scenario.
What happens after?
You keep everything: the job profile, the reports, the interview guides. Plenty of clients use it to hire confidently again next time. When you're ready for the next role, we're here.
A note from Alicia
I've watched too many good leaders pour weeks into a hire, make the offer with their fingers crossed, and find out months later it wasn't right. Not because they're bad at hiring. Because nobody ever gave them the tools to actually see the person sitting in front of them.
This role you're filling matters. You already know that, it's why you're here. The Predictable Hire is the few hours, and the bit of science, that turn 'I think they'll be great' into 'I know why they're right.' Let's get this one right, together.
Better than a hunch. Backed by science.
Predict your next hire
Complete the form and a member of our team will be in touch to get started. Tell us about the role you're hiring for and where you're up to, and we'll take it from there.
You bring the candidates. We bring the science.