Know more before you decide.
Add a scientific measurement to CV and interview: the same standards for every candidate, more focused interviews, and arguments you can stand behind internally.
01 – The decision gap
Applications keep getting better. Differences get harder to see.
AI polishes CVs, helps with convincing interview answers and prepares people for selection tasks. A strong appearance alone still does not show how someone thinks, what drives them, and how well they fit the role. For HR it becomes harder to see the differences that matter and to explain a recommendation in a way others can follow.
The same standards for everyone.
The same tasks, the same comparison group, the same requirements. It is not the best CV that wins, but the best fit. Traitwise creates objectivity and a fair comparison on a scientific basis, not on subjective impression.
02 – Making the case internally
You rarely decide alone. Here are the arguments.
Leadership asks about impact, finance about cost, legal about the rules. For all three there is a written answer and a recommendation: not percentages, but an interpretation that can be checked.
“What does this improve for us?”
“How does this pay back?”
“How do we protect applicants?”
You bring the answers together.
A cost structure you can calculate.
A fixed price per assessment or a flat rate, no implementation project, no scoring time on the HR side. A single assessment for €199 excl. VAT.
Documented predictive power instead of gut feel.
Cognition, interests and personality are among the best-studied predictors of job success. The numbers, with sources, are on the methodology page.
The same rules for everyone, fairness and objectivity.
Aligned with ISO 10667, the EU AI Act and GDPR: Traitwise supports the decision; it does not make it (Art. 22). Servers in Germany. Involve works councils or employee representatives early where they apply.
Traitwise shows us strengths that are not in the CV. That lets us do targeted pre-selection and, with the finalists, understand more precisely what speaks for a hire.
03 – Where in the process
As a first stage or as a second look.
Traitwise can sit at different points in the process. For example before the first conversation, or as a focused condensation afterwards.
A: Before the first conversation
Spot potential early.Select on a firmer basisGet to know candidates first
B: After the first conversation
Place impressionsClarify open questions with intent04 – Candidate experience
An assessment is always also a signal to the candidate.
A process that means visible effort and clearly belongs to the role is read as seriousness, not as a hurdle.
I had the feeling they take the role seriously if they put something like this in front of it.
See how Traitwise fits your process.
In the call we clarify where Traitwise creates the most value for you: as a first stage, as a second look, or both.