Built on decades of research

Schmidt, F.L. & Hunter, J.E. (1998)

Structured interviews have a validity coefficient of 0.51, making them one of the most predictive selection methods. Unstructured interviews score only 0.38.

Sackett, P.R., Zhang, C., Berry, C.M., & Lievens, F. (2022)

Updated meta-analysis confirming structured interviews remain among the top predictors of job performance, with validity holding across job types and industries.

Google People Operations (2015)

Google's internal research showed structured interviews with consistent questions and rubrics reduced interviewer bias and improved hiring decisions. Teams saved approximately 40 minutes per interview cycle.

U.S. Equal Employment Opportunity Commission (1978)

Established the 4/5 (80%) rule: if the selection rate for any group is less than 80% of the highest group's rate, it constitutes evidence of adverse impact.

U.S. Department of Labor (2020)

A bad hire costs up to 30% of the employee's first-year salary when accounting for recruitment, training, lost productivity, and replacement costs.

Elevatus Research (2023)

Companies using AI-powered structured interview tools reported up to 85% reduction in unconscious bias indicators compared to traditional unstructured processes.

Work Institute (2023)

52% of employees who voluntarily leave do so within the first year. Better interview-to-outcome alignment can identify candidates more likely to stay.

CareerBuilder (2023)

74% of employers say they have made a wrong hire. The average cost per bad hire exceeds $15,000 in direct and indirect costs.