Place with confidence. Reduce mismatch before it costs you.
Decode candidate behavioral fit, pressure response, and team compatibility before introductions so placements hold longer.
Under 60s
Decode time per candidate
12
Fields in every quick decode
0
Candidate participation required
98%+
With optional Stage 3
Everything you need to know. Before you stake the relationship.
How the candidate actually performs
Work pace, pressure response, structure needs, and the behavioral patterns that will show up in the role. Not what they said in the interview -- how they are actually wired.
Whether the placement will hold
Behavioral signals that predict early churn or long-term loyalty. Know before the introduction whether this candidate is likely to stay -- and what the hiring manager needs to do to keep them.
How candidate and client fit together
The behavioral dynamic between the candidate and the hiring manager's leadership style. The fit that makes or breaks a placement in year one -- surfaced before you make the call.
01
Step 1Use data you already have
Run decode from standard candidate identity anchors.
02
Step 2Decode before shortlist call
Get profile intelligence before client brief and introduction.
03
Step 3Present with behavioral context
Differentiate shortlist quality with high-signal fit guidance.
Before and after MindType
Compare placement workflow without behavioral intelligence versus decode-first workflow with better retention outcomes.
Stronger shortlists. Better introductions. Placements that hold.
Shortlist quality
Surface fit and watch-outs before candidate-client pairing.
Executive search
Deliver leadership-level behavioral insight as a differentiator.
Repeat placement improvement
Build internal pattern intelligence to refine role matching.
Can I use this for every candidate on a shortlist?
Yes. The API allows batch processing. You can decode an entire shortlist in seconds. The Business plan and API access support high-volume staffing workflows.
What do I tell the candidate about the decode?
MindType does not require candidate participation. Whether and how to disclose its use is a decision for your firm based on your jurisdiction and client agreements. Many firms use behavioral intelligence tools as part of their standard assessment process -- MindType works the same way.
How does MindType compare to psychometric assessments we currently use?
Psychometric assessments require the candidate to self-report. The result depends on how the candidate presents themselves under assessment conditions. MindType derives behavioral architecture from identity anchors -- no participation required, no gaming, no social desirability bias. The two can be used together for maximum precision.