For recruiters and hiring managers
Know who to hire. Understand Why.
HighMatch turns what success looks like in your organization into a clear recommendation for every candidate: who deserves attention, why, and what to ask in the interview. Start from a job description, live in two business days.
Recruiter view · Crew Member, Store 214
Jordan Ellis
Steady at a fast pace; strong fit with your kitchen’s top performers.
Focus first
Priya Shah
Reliable and customer-focused; matches what keeps crew past 90 days.
Focus first
Marcus Lee
Strong with guests. Open risk: prefers fixed schedules.
Review
Manager brief · Jordan Ellis
Top reason: stays calm under pressure and quick when the line backs up
Top risk to probe: may struggle when shifts change at the last minute
Ask: “Tell me about a shift where the plan changed last minute. What did you do?”
72%
drop in 30-day turnover
Lipari Foods
55%
increase in performance
Gateway Engineers
70%
more likely to be retained
Chopt Salad Company
4.8 out of 5 on G2
THEY TRUST HIGHMATCH
Hiring is hard enough. Deciding shouldn’t be.
Recruiters are buried in applicants. Managers have minutes to prepare. And too many new hires are gone in the first 90 days. HighMatch gives each person the answer they need at the moment they need it.
For recruiters
Too many applicants, not enough certainty
See who deserves your attention first, and why.
For hiring managers
Interviews that don’t tell you enough
Walk in with the top reason, the top risk and the questions to ask.
Early turnover
New hires leaving in the first 90 days
Hire against what makes people succeed and stay in your roles, including how they fit your culture.
Inconsistent decisions
Every manager hires differently
One definition of success, applied the same way across every team and location.
Not another score. A decision you can act on.
Most hiring tools hand you data to interpret. HighMatch hands each person on your team exactly what they need to decide.
A clear definition of success
Before the first candidate applies, we capture what good looks like in this role at your organization: the behaviors that drive performance, the patterns behind early exits, and how people fit your culture.
Who to focus on first, and why
Every candidate gets a clear recommendation with the top reason and any open risk, so recruiters know who to call first and can explain why.
A two-minute interview brief
Hiring managers get the top reason to move forward, the top risk to probe, and the questions to ask, so every interview counts.
Sharper with every hire
We validate your assessment against how your hires actually perform and refine it over time.
Real hiring problems. Measured results.
What happens when hiring decisions are measured against what success looks like in each organization.
Food manufacturing
72%
reduction in 30-day turnover
77%
fewer incidents
332K
projected savings, year one
Lipari was losing 70% of its warehouse hires in the first month. HighMatch combined screening questions, a custom skills test and a behavioral assessment so new hires fit from day one.
Telecom
48%
reduction in turnover
$5.8M
annual savings
Comcast was losing nearly half its field staff to early turnover. HighMatch modeled what its top performers had in common to build longer-tenured teams.
Solar sales and installation
~3x
more projects installed by high scorers
185%
higher sales from high scorers
Momentum Solar’s sales hires were struggling to finish training and hit quota. HighMatch benchmarked its top reps and built an assessment around what made them succeed.
“Before HighMatch, we struggled with inconsistent hiring decisions and high turnover. The platform has provided us with a more objective and reliable way to assess candidates.”
Christian Hyman, Director of Talent Acquisition
Security services
1,200+
recruiter hours saved
Bedel Security faced 5,000+ applicants for just four open roles. HighMatch identified the traits that mattered so recruiters could focus on the best-fit candidates first.
How it works
1
Define success
Share a job description and, if you like, add a call with your hiring manager to lock in what good looks like. Our I/O psychologists turn it into a personalized assessment.
2
Get a clear recommendation
Candidates complete a short, mobile-first assessment. Recruiters see who to focus on and why; managers get a two-minute brief with the questions to ask.
3
Get sharper with every hire
We compare recommendations with how your hires perform, and refine what success looks like.
Start in two business days. Go deeper when it matters.
Every role, from hourly to executive, gets an assessment built for it. You choose how deep to go.
Base
Personalized from your job description
Send us a job description, choose a template or pick your own measures, add an optional call with your hiring manager, and your personalized assessment is built by an I/O in two business days.
Best for: most roles, and teams that need to start fast
Peak
Built from your own people
Our I/O psychologists study what separates your top performers from those who struggle or leave, then validate your assessment against your own performance data.
Best for: high-turnover or high-stakes roles, and many managers making the same hire
Science scores. Your team decides.
Every score comes from validated science, built and checked by I/O psychologists. Generative AI never scores, ranks or rejects a candidate, and every hiring decision stays with your team.
- Built and checked by I/O psychologists
- Validated against your own performance data
- No generative AI in scoring
Built for the roles you hire most
From restaurant crews to field technicians to healthcare staff, every assessment starts with what success looks like in your industry and your organization.
Rated by the teams who use it
4.8 out of 5 on G2, and #1 for enterprise relationships in G2’s Fall 2026 Talent Assessment reports.
See who will succeed in your roles.
See the recruiter view and the manager brief, and how Base gets a role live in one business day.