Prevue Job-Fit helps hiring teams understand candidate fit before the interview, so interviews can be more focused, objective, and relevant to the role.
Prevue Job-Fit closes the gap with objective data that resumes and interviews can’t provide.
Most hiring decisions are based on experience and interview performance, but neither predicts how someone will actually behave in the role, or whether they'll enjoy the work.
The cost of getting it wrong ranges from $20,000 for a mid-level position to $300,000 for a senior sales role, before you factor in team disruption and lost productivity.*
As hiring volumes grow, subjective assessments become inconsistent. Different interviewers, different impressions, no common standard to compare candidates objectively.
Whether someone is genuinely interested in this type of work, or just interested in having a job, isn't visible on paper. Prevue measures it.
* Society for HR Management (SHRM) study on the cost of bad hires
Prevue Job-Fit combines these three scientifically validated dimensions into a single suitability score, benchmarked specifically for your role.
Learning speed and reasoning with numbers, words, and shapes. The #1 predictor of on-the-job performance.
Does this person actually want to do this kind of work? Measures interest in people, data, and physical tasks.
Behavioral tendencies and interaction style, 13 traits based on the validated Big Five model.
Prevue builds a custom benchmark for each role, drawn from your top performers, management input, or both. Every candidate is then compared against this benchmark to generate their Job-Fit score.
No off-the-shelf templates. No one-size-fits-all profiles.
lower employee turnover when using Job-Fit assessments*
min to screen and compare candidates using the report
hiring success rate reported by organizations using Prevue
* Harvard Business Review study on Job Fit Assessments
Here’s a preview of what your hiring team would receive for each candidate, using a sample for an HR Manager role.
Quintave works with you to define the ideal profile for the role, drawing from top performers, manager input, or both. This becomes the benchmark every candidate is measured against. It can be refined over time as your understanding of the role evolves.
Candidates complete the Prevue assessment in a structured, offline session, taking approximately 35 minutes.
Results are generated automatically. Your team receives the full Job-Fit report, including the suitability score, results graph, narrative, and interview guide, ready to use before your next conversation with the candidate.
The targeted interview questions focus your conversation on what actually matters, the candidate's specific strengths and gaps relative to the role. Less guesswork. Better conversations. More confident decisions.
Book a free demo with Quintave. We’ll walk you through how Job-Fit can be applied to one of your active roles.
The Job-Fit report is visual, clear, and decision-ready. No psychometric expertise required, just structured insight, presented plainly for hiring managers.
A single percentage that tells you how well this candidate matches the role, so you can quickly identify and prioritize top candidates during screening.
A visual breakdown of the candidate's scores across all 20 traits, mapped against the benchmark in one easy-to-read chart. See strengths and gaps at a glance.
A plain-language narrative of what the candidate may be like in a work environment across ability, motivation, and personality, derived from their actual scores.
Detailed descriptions of all 20 scales independent of the benchmark, so you understand the candidate as a whole person, not just their fit for this particular role.
Auto-generated, role-specific interview questions based on the candidate's results, focusing the conversation on exactly the gaps and strengths that matter most for this position.
The suitability score is a percentage that reflects how closely a candidate’s assessment results match the benchmark built for your role. It’s derived from all three dimensions, abilities, motivations, and personality, compared against your custom benchmark. The score is a tool for screening and prioritization, not a pass/fail verdict. Prevue recommends it be weighted as one-third of the overall hiring decision.
The benchmark can be built from the profiles of current high performers in the role, from management input on what the ideal employee looks like, or a combination of both. It can also be refined over time as you gather more data, making it increasingly accurate to your context. If you’d like guidance on building or calibrating your benchmark, our team is happy to help.
Not necessarily, and this is an important nuance. In abilities and motivations, a score that significantly exceeds the benchmark could indicate the candidate is overqualified and may become disengaged. The benchmark defines the target range, not just a minimum threshold. The report includes detailed narrative to help interpret each result in context.
Approximately 35 minutes.
Yes. Prevue is one of only a handful of psychometric assessments that have been upheld in a court of law as a reliable, valid, and fair tool for employment selection. It meets the criteria set by the US Department of Labor and is compliant with equal employment guidelines. As an assessment rather than a test, there are no right or wrong answers.
Absolutely. Job-Fit works throughout the employee lifecycle. You can assess existing employees against a new role’s benchmark for internal mobility decisions, promotion readiness, or succession planning, giving you objective data alongside performance history and manager input.
Stop relying on interviews alone. Give your hiring team the data they need to make objective, confident, and defensible decisions, for every role, every time.
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