Found a candidate? Let us vet them before you hire.
Maybe it’s a referral, a friend of a friend, or an applicant you really like. We take them through as much of our 23-step vetting process as possible. Then we give you a clear Green, Yellow or Red rating on whether we’d have advanced them to finalist, and exactly why.
A good feeling isn’t a hiring process.
Hiring someone you already know about feels safe. They came recommended. The interview went great. You liked them right away.
I’ve been there. I tried to get an assistant five times, and five times it fell apart. On your own, the odds of a hire working out sit around 30–40%, and a good first impression doesn’t move them much. It doesn’t tell you whether someone can write clearly, follow instructions, catch the details or handle pressure.
That’s why we built a 23-step process, and why our matches have a 96% long-term stick rate. Now you can put your own candidate through it before you commit.
The same bar we hold our own finalists to.
Tell us about the role and your candidate
On a discovery call, we learn what you need your assistant to do and who you have in mind.
We take them through our vetting process
Your candidate goes through as many of our 23 steps as possible: work tests, interviews and psychometric assessments. A few steps are about finding and filtering a big applicant pool, so they don’t apply here. Everything we can run on the person, we do.
We measure them against our finalists
We hold your candidate to the same standard our finalists have to meet, with benchmarks drawn from 600,000+ assistants.
You get your rating and report
A Green, Yellow or Red rating on whether we would have sourced this candidate to finalist status, plus why we gave that rating. Then you decide.
Everything a great first impression can’t show you.
Our work tests, interviews and assessments look at the skills and traits that decide whether an assistant thrives in the role, or quietly struggles in it.
- —Reading and writing
- —Reasoning, logic, critical thinking and math comprehension
- —Attention to detail, organizing and following instructions
- —Typing and internet speed, computer literacy and tech competency
- —Spatial and conceptual ability
- —Personality, motivators and workplace stressors for an admin role
- —On-screen presentation and presence
Would we have made them a finalist?
One clear answer, and the reasons behind it.
Yes, they’d be a finalist
They meet the bar we hold our own finalists to. You can move forward with confidence.
Close, with gaps
Promising, but with specific concerns. Your report spells them out, so you can decide with your eyes open.
We wouldn’t have advanced them
Your report shows where they fell short, before you spend months and money finding out the hard way.
Every rating comes with the why.
Three ways to work with us.
No candidate yet
We run the full 23-step search and present you with hand-picked finalists, while your Client Success Coach prepares you to lead.
Have a candidate in mind
We evaluate your candidate and give you a Green, Yellow or Red rating, with the reasons. You’re here.
Ready to lead your assistant
The self-paced course on how to onboard, delegate to and lead an assistant so they stay for years.
Built for entrepreneurs who already have someone in mind.
You have a candidate
- ✓You have a candidate from a referral, your network, or your own job post
- ✓You’re about to hire someone you know personally and want an objective second opinion
- ✓You’ve been burned by a hire before and won’t go on gut feel again
- ✓Your candidate is willing to complete work tests, interviews and assessments
A few situations where something else fits better
- ✕You don’t have a candidate and want us to find one. That’s our full program
- ✕Your assistant is already hired and you want to lead them better. That’s Be a Great Leader
Frequently asked questions.
What do the ratings mean?
Will my candidate go through all 23 steps?
Does my candidate need to take part?
What if my candidate gets a Red?
What if my candidate gets a Green?
What does it cost?
Know before you hire.
Book a discovery call. Tell us about the role and your candidate, and we’ll put them through the same process our finalists face.
Onwards and upwards.