POSITION INSIGHTS
Position Insights helps organizations define the behavioral requirements of a role, assess candidates against that profile, and identify strengths, potential risks, and targeted interview questions before making a final hiring decision.
A Familiar (and Costly) Hiring Story (it happens all the time.)
A hiring manager is ecstatic about a candidate.
The resume is perfect. The experience checks every box.
They fly through interviews, impress the panel, and accept the offer.
Three months later…
that same hiring manager is in HR’s office asking,
“How do we start the termination process?”
Not because the person can’t do the job.
Not because they lack knowledge or experience.
But because:
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“They’re too abrasive (or soft with feedback).”
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“They don’t collaborate (or are overly talkative).”
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"They are too fast (or too slow)."
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“They shut down (or become aggressive) under pressure.”
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“They’re not a culture fit.”
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“Their personality just isn’t working.”
It feels like the candidate completely changed—but really, the hiring process never measured what mattered.
This story plays out everywhere. In fact, 46% of new hires fail within 18 months, mostly due to behavioral and personality issues—not skill gaps.
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Position Insights exists to stop this story from repeating.
Position Insights: The Behavioral Science Advantage in Hiring​
Most hiring processes evaluate skills. Few measure how someone will actually behave on the job. Position Insights gives you a scientific, reliable view of:
• Who will thrive in your environment
• How they handle stress
• How they naturally communicate and collaborate
• What motivates them
• What might derail them
• How they’ll fit with the team and the culture
This is the insight resumes and interviews can’t reliably provide.​​​
Why Traditional Hiring Misses the Mark
Experience and credentials matter—but they don’t tell the whole story. Most hiring misses the behavioral dimension that determines:
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Compatibility
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Reliability
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Pressure response
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Interpersonal style
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Long-term engagement
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Culture fit
Meanwhile, AI has made superficial 5 to 7-minute assessments and rehearsed interview answers easier to “game.” That means you need something deeper and more evidence-based.
What Position Insights Delivers
Position Insights provides the clarity you need to make confident decisions:
• Who you should interview
• Who you should hire
• What questions to ask
• What red flags to probe
• How this person will show up every day
• What will keep them engaged and retained
We define what success looks like for the role—then scientifically compare candidates to that profile.
No guessing.
No bias.
No surprises months later.
Define Behavioral Success for the Role
Before evaluating candidates, Talent Authority helps clarify the behavioral characteristics, work style, leadership tendencies, and interpersonal approach most important for success in the position through a brief survey. Continue to use your ATS and recruiters to evaluate skills, experience, and qualifications. If you use a 5-minute assessment in this step, continue to use it.
Assess Candidate Fit
Candidate assessment results are compared with the behavioral requirements of the role to identify areas of alignment, potential concerns, and topics that deserve deeper exploration. We deploy, manage, and analyze everything.
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Strengthen the Interview
Position Insights turns assessment data into focused interview questions so hiring leaders can test assumptions, explore potential risks, and gather better evidence before making a decision. Prior to the in-person interview, a thorough 10-page report is provided.
Better Hiring Decisions Through Role Fit
The goal is not simply to determine whether a candidate has a “good” assessment result. It is to understand how well the candidate’s behavioral profile aligns with the actual demands of the position and the organization. You get practical direction - not just data.
Why Organizations Choose Position Insights
✔ Avoid costly mis-hires
Especially in critical roles where personality matters as much as skill.
✔ Reduce bias and subjective decision-making
Objective, science-backed insight guides better hiring choices.
✔ Hard to game
Unlike many shorter tools, our assessment cannot be easily manipulated—even with AI.
✔ Supports more than hiring
Use it for onboarding, coaching, development, and succession planning.
✔ Perfect for high-impact roles
Leadership, sales, engineering, operations, and roles requiring collaboration or relationship-building.
Frequently Asked Questions
How long is the assessment?
40–60 minutes depending on the role.
Do candidates get results?
No. Reports are for the hiring team only.
Can the assessment be gamed with AI?
Our methodology is highly resistant to manipulation and includes built-in validity checks.
Do we need training or certification?
No. We do everything for you.
Is this useful beyond hiring?
Absolutely. Many organizations use results for coaching and leadership development.
Can you help us interview?
Yes—we can coach hiring managers, provide interviewing training or conduct structured interviews ourselves.
When to Use Position Insights
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Executive and leadership hiring
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Sales and revenue roles
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Technical and engineering positions
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High-visibility or strategic roles
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Any role where failure is costly or disruptive
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Build the Best Interviewer: Pair position insights with customized Assessment-Based Interviewing and Selection training delivered just for your hiring leaders and professionals.
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Make the Best Hiring Decisions: Pair position insights with our facilitated Alignment Training.
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Pricing. Purchase and Begin Today!
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Behavioral Job Description: $295 (purchase) -- if assessing 5+ candidates in one role, fee paid will be credited toward future purchases.
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Candidate Assessment:
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$295 per person (sales roles)
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$395 per person (leader or other roles)
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We can launch assessments immediately - even the same day; however, pre-payment is required (credit card using our store). Draft email to send to candidate(s).
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Explore More and Purchase Now​
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Make Your Next Hire with Confidence
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Stop repeating the same hiring story.
Start using behavioral science to select—and retain—the right people.
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