CAREER QUOTIENT
Potential can't be faked.
Career Quotient is a single score from 1-100 that predicts how well a candidate will perform, learn, and stay in a specific role at your company. It's built on cognitive science. And it measures the one thing resumes and interviews never could.
THE SCIENCE
In 2016, Frank Schmidt and In-Sue Oh published a meta-analysis synthesizing 100 years of I/O psychology research. They ranked 19 hiring methods by their ability to predict on-the-job performance. The Career Quotient is built on this foundation.
What predicts job performance?
Assessment Method | Predictive Validity | What This Means |
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Source: Schmidt & Oh (2016), Research Gate.
KEY INSIGHT:
Unlike resume optimization, cognitive potential cannot be gamed. Candidates can keyword-stuff their applications and rehearse interview answers, but they cannot fake their capacity to learn, solve novel problems, and perform under pressure.
HOW IT WORKS
Custom to your company. Specific to each role.
CQ isn't a generic aptitude test. It's a hyper-custom profile built from your actual top performers. Here's how:
Not another assessment. A new way of seeing people.
Predicts Potential & Retention
CQ predicts a hire’s potential for success and Correlates with tenure and growth. It tells you who will stay and grow. That's the difference between filling a seat and building a team.
Explainable Scoring
Every CQ score comes with a narrative explanation. See exactly why a candidate scores high or low—no black boxes. Candidates understand their results. Hiring managers understand the recommendation. Regulators can audit the logic. No one is left guessing.
Can't Be Gamed
AI can stuff resumes with skills to match job descriptions. Interview answers can be rehearsed. CQ measures cognitive patterns that don't change based on preparation. The playing field is level.
Roles-Specific Profiling
Every CQ deployment starts by studying your top performers. The assessment is calibrated to your company, your culture, your definition of success. Two companies hiring for the same job title get different CQ profiles — because success looks different everywhere.