Construction-Laborer- READY FOR NAV

Hire Construction Laborers Who Show Up and Work Hard

No-shows and safety shortcuts don’t just slow projects down. They put crews at risk. HighMatch helps you identify candidates with the dependability, integrity, and stress tolerance to deliver.

GET A DEMO

One Bad Hire Can Stall an Entire Crew,  And Projects Pay the Price

Construction laborer hiring relies on resumes and gut feel. The result: no-shows, safety shortcuts, and supervisors managing people instead of projects.

Common pain points we hear from CONSTRUCTION leaders:

“We can’t afford people who don’t show up.”

“Safety shortcuts put everyone at risk.”

“We keep training people who quit after a month.”

“Turnover slows every project we run.”

With HighMatch, you can:

Screen out unreliable candidates before day one

Reduce safety risk before it reaches your crew

Build teams that show up and stay on the job

Every Site Has Different Demands,
We Measure What Matters for Each One

A general laborer and a site equipment operator each need different strengths to succeed. HighMatch personalizes each assessment to the demands of your roles and jobsite.

We help you measure what matters most in each role:

GENERAL LABORERS

Dependability, work ethic, and cooperation

EQUIPMENT OPERATORS

Attention to detail, coordination, stress tolerance

FORM SETTERS

Integrity, precision, and instruction following

SITE WORK LABORERS

Reliability, adaptability, and physical stamina

Whether you’re staffing one site or scaling across regions, we tailor assessments to the traits that keep projects moving and crews safe.

Explore How We Personalize for CONSTRUCTION Roles

Not Every Candidate Who Has Worked a Site Will Work Hard on Yours

HighMatch helps you assess for the traits that matter most, before they’re standing next to your crew.

Common traits CONSTRUCTION teams prioritize:

DEPENDABILITY

Will they show up and follow through?

INTEGRITY

Will they follow rules and do the right thing?

ATTENTION TO DETAIL

Will they stay careful when it counts?

STRESS TOLERANCE

Can they stay steady under pressure?

Bonus: Give SUPERVISORS DEVELOPMENT
insights to grow RELIABLE CREW LEADS.

Results That Speak for Themselves

HighMatch is one of the best hiring resources I have come across. I always recommend it.

Mike Leckie-Ewing, VP Organizational Development, Wayne Homes

When hiring decisions were based on gut feel, turnover was high. After HR began pre-screening with HighMatch Job Fit scores, Wayne Homes improved consistency and performance across teams.

READ THE FULL Case study

Why HighMatch Works for Construction Teams

Built by I/O psychologists, tailored to your roles

Integrates with your ATS and workflows

Fast, mobile-friendly experience for candidates

Flags early risks like low reliability or poor stress tolerance

Insights for both hiring and development

GET A PERSONALIZED DEMO

Dig Deeper into Construction Hiring

These resources share practical strategies and proven insights for hiring and developing reliable construction crews.

Nurse Practitioner – READY FOR NAV

Hire Nurse Practitioners Who Deliver Quality Care

Burnout and mis-hires put patients and providers at risk. HighMatch helps you hire nurse practitioners who last.

GET A DEMO

The Wrong NP Hire Affects More Than One Patient,  It Strains Your Whole Care Team

NP hiring relies on credentials and gut feel. The result: burnout, protocol gaps, and supervisors managing performance instead of delivering care.

Common pain points we hear from healthcare leaders:

“We keep losing NPs to burnout within the first year.”

“Some hires struggle with independent clinical judgment.”

“We need people who genuinely care for patients.”

“Turnover overworks our best providers.”

With HighMatch, you can:

Spot burnout risk before it reaches your team

Reduce early turnover in advanced practice roles

Build dependable care teams that stay and grow

Every NP Specialty Has Different Demands,
We Assess for Each One

A family NP and a psychiatric NP each need different strengths to succeed. HighMatch personalizes each assessment to the demands of your roles and patients.

We help you measure what matters most in each role:

FAMILY NURSE PRACTITIONERS

Integrity, compassion, and adaptability

ACUTE CARE NPs

Stress tolerance, decisiveness, and dependability

PSYCHIATRIC NPs

Empathy, active listening, and emotional resilience

SPECIALTY NPs

Attention to detail, independence, and cooperation

Whether you’re hiring for one clinic or a health system, we tailor assessments to the traits that drive care and retention.

Explore How We Personalize for NURSING Roles

Not Every NP Candidate is Built for Your Care Environment

HighMatch helps you assess for the traits that matter most, before they’re seeing your patients independently.

Common traits NP teams prioritize:

INTEGRITY

Will they make the right call when no one is watching?

DEPENDABILITY

Will they follow protocols and show up prepared?

COMPASSION

Will they treat every patient with genuine care?

STRESS TOLERANCE

Can they stay composed under clinical pressure?

Bonus: Give LEADERS DEVELOPMENT
insights to GROW TOP NPS INTO CLINICAL LEADS.

Results That Speak for Themselves

15%

improvement in candidate quality

13%

increase in 90-day retention

A national healthcare provider had high turnover and unreliable hiring signals across 100,000+ candidates. HighMatch helped them identify high-fit candidates earlier and reduce poor-fit hires at scale.

READ THE FULL case study

Why HighMatch Works for Medical Teams

Built by I/O psychologists, tailored to your roles

Integrates with your ATS and workflows

Fast, mobile-friendly experience for candidates

Flags early risks like low dependability or carelessness

Insights for both hiring and development

GET A PERSONALIZED DEMO

Dig Deeper into Nurse Practitioner Hiring

These resources share practical strategies and proven insights for hiring and developing strong NP teams.

BLOG

Improving Recruitment
Across Clinics

BLOG

Behind the Numbers: Causes of Early Turnover

BLOG

What Does Hiring for Culture Fit Mean

EXPLORE RESOURCE LIBRARY

Customer Service Representatives – READY FOR NAV

Hire Customer Service Reps Who Actually Serve

Poor service doesn’t just lose a customer. It damages your brand. HighMatch helps you identify candidates with the composure, communication skills, and dependability to deliver.

GET A DEMO

One Bad Interaction Can Lose a Customer for Good,  The Wrong Hire Makes That Happen Every Day

Customer service hiring relies on resumes and gut feel. The result: frustrated customers, burned-out teams, and managers spending more time coaching than improving service.

Common pain points we hear from Customer service leaders:

“Some reps can’t stay calm with difficult customers.”

“We keep losing people before they’re fully trained.”

“We need people who actually listen and problem-solve.”

“Turnover keeps service quality inconsistent.”

With HighMatch, you can:

Screen out low-composure candidates early

Reduce turnover before it disrupts your team

Build teams that handle pressure and serve well

Phone Support Is Not the Same as In-Person Service,
We Build Assessments Around the Difference

A call center rep and a guest service agent each need different strengths to succeed. HighMatch personalizes each assessment to the demands of your roles and customers.

We help you measure what matters most in each role:

CALL CENTER REPS

Stress tolerance, oral expression, and self-control

CLIENT SERVICE REPS

Dependability, attention to detail, and integrity

GUEST SERVICE AGENTS

Friendliness, speech clarity, and composure

MEMBER SERVICES REPS

Active listening, problem sensitivity, and cooperation

Whether you’re staffing a contact center or a retail floor, we tailor assessments to the traits that drive satisfaction and retention.

Explore How We Personalize for customer SERVICE Roles

Not Every Candidate Who Has Worked with Customers Can Handle Yours

HighMatch helps you assess for the traits that matter most, before they’re on the phone or floor with your customers.

Common traits CUSTOMER SERVICE teams prioritize:

SELF-CONTROL

Will they stay composed when customers are difficult?

DEPENDABILITY

Will they show up and follow through every shift?

STRESS TOLERANCE

Can they stay calm when volume gets high?

INTEGRITY

Will they handle sensitive information honestly?

Bonus: Give managers development
insights to GROW TOP REPS INTO TEAM LEADS.

Results That Speak for Themselves

32%

More likely to be promoted

60%

Lower involuntary turnover

A leading software company had high turnover and inconsistent account manager performance. HighMatch helped them hire candidates who stayed longer and outperformed peers.

READ THE FULL CASE STUDY

Why HighMatch Works for Customer Service Teams

Built by I/O psychologists, tailored to your roles

Integrates with your ATS and workflows

Fast, mobile-friendly experience for candidates

Flags early risks like low self-control or poor stress tolerance

Insights for both hiring and development

GET A PERSONALIZED DEMO

Dig Deeper into Customer Service Hiring

These resources share practical strategies and proven insights for hiring and developing reliable customer service teams.

BLOG

The Importance of Soft Skills in the Workplace

BLOG

Behind the Numbers: Causes of Early Turnover

BLOG

What Does Hiring for Culture Fit Mean

EXPLORE RESOURCE LIBRARY

Construction-SuperIntendent – READY FOR NAV

Hire Construction Superintendents Who Get It Done Right

Projects stall when superintendents can’t lead, plan, and problem-solve under pressure. HighMatch helps you find candidates with the integrity, leadership, and dependability to deliver.

GET A DEMO

The Wrong Superintendent Doesn’t Just Miss Deadlines, Budgets and Clients Pay the Price

Construction superintendent hiring relies on experience and gut feel. The result: projects that run over, crews without direction, and clients who don’t come back.

Common pain points we hear from CONSTRUCTION leaders:

“Our supers struggle to manage multiple projects.”

“We lose good crews when leadership is inconsistent.”

“We need people who catch problems before they escalate.”

“A bad super can cost us a project and a client.”

With HighMatch, you can:

Identify supers with the initiative to lead and deliver

Reduce project risk before it hits your timeline

Build a bench of reliable leaders across every site

Field Leadership Looks Different Across Every Project,
Our Assessments Are Built for That

A concrete foreman and a construction area manager each need different strengths to succeed. HighMatch personalizes each assessment to the demands of your roles and organization.

We help you measure what matters most in each role:

CONSTRUCTION SUPERINTENDENTS

Leadership, integrity, and problem sensitivity

CONSTRUCTION FOREMAN

Dependability, cooperation, and attention to detail

AREA MANAGERS

Initiative, deductive reasoning, and information ordering

CONSTRUCTION SERVICES MANAGERS

Inductive reasoning, oral comprehension, and adaptability

Whether you’re managing one site or a regional portfolio, we tailor assessments to the traits that keep crews focused and projects on track.

Explore How We Personalize for sUPERINTENDENT Roles

Not Every Candidate Who Has Worked a Site Can Run One

HighMatch helps you assess for the traits that matter most, before you hand someone your project and your crew.

Common traits CONSTRUCTION teams prioritize:

INTEGRITY

Will they lead by example and do what’s right?

DEPENDABILITY

Will they follow through on every commitment?

LEADERSHIP

Will they hold crews accountable and stay decisive?

INITIATIVE

Will they act before problems become crises?

Bonus: Give SENIOR LEADERS DEVELOPMENT
insights to grow TOP SUPERINTENDENTS.

Results That Speak for Themselves

HighMatch is one of the best hiring resources I have come across. I always recommend it.

Mike Leckie-Ewing, VP Organizational Development, Wayne Homes

When hiring decisions were based on gut feel, turnover was high. After HR began pre-screening with HighMatch Job Fit scores, Wayne Homes improved consistency and performance across teams.

READ THE FULL Case study

Why HighMatch Works for Construction Teams

Built by I/O psychologists, tailored to your roles

Integrates with your ATS and workflows

Fast, mobile-friendly experience for candidates

Flags early risks like low initiative or weak decision-making

Insights for both hiring and development

GET A PERSONALIZED DEMO

Dig Deeper into Construction Superintendent Hiring

These resources share practical strategies and proven insights for hiring and developing strong construction leadership.

BLOG

Construction Hiring: Streamlining Your Hiring Pipeline

BLOG

Unlock Potential: Hiring and Training the Future of Construction

BLOG

How Great Managers Boost Employee Engagement

EXPLORE RESOURCE LIBRARY

Roles – Warehouse

Hire Better for Warehouse Success

Turnover, safety issues, and no shows aren’t just a part of the job. HighMatch helps you find reliable workers with assessments tailored to your warehouse roles.

GET A WAREHOUSE DEMO

When Warehouse Teams Can’t Keep Up,
Operations Pay the Price

Every mis-hire slows the floor, risks safety, and throws off your shift.
When you hire based on resumes or gut, you get churn, no-shows and wasted hours.

Common pain points we hear from Warehouse leaders:

“We can’t afford hires who quit in two weeks.”

“We need workers who show up and stay.”

“Resumes don’t reveal our best candidates.”

“Supervisors are tired of constant retraining.”

With HighMatch, you can:

CUT EARLY TURNOVER
IN KEY ROLES

SPOT RISKS BEFORE THEY REACH THE FLOOR

REDUCE RETRAINING WITH RELIABLE HIRES

One-Size Assessments Don’t Work in Warehouses, Ours Are Built To Fit

One-Size Assessments Don’t Work in Warehouses,
Ours Are Built To Fit

A picker, a forklift driver, and a team lead all need different strengths to succeed. HighMatch personalizes assessments to the real-world demands of your roles, teams and shifts.

We help you measure what matters most in each role:

PICKERS

Focus, stamina, and accuracy in repetitive, fast-paced tasks

OPERATORS

Attention to detail, spatial awareness, and strong rule-following

LOADERS

Reliability, stamina, and teamwork in demanding, physical roles

SUPERVISORS

Accountability, decisiveness, and clear communication skills

Whether you’re hiring one facility or multiple sites, we tailor assessments to match the traits that lead to success in your roles.

Explore How We Personalize for warehouse Roles

Not Every Candidate With a Warehouse Background is Built for Your Environment

HighMatch helps you assess for the traits that matter most,
before you spend time and money on moving them forward.

HighMatch helps you assess for the traits that matter most, before you spend time and money on moving them forward.

COMMON traits warehouse
teams prioritize:

RELIABILITY

Will they show up and follow through?

RULE-FOLLOWING

Will they prioritize safety and SOPs?

STRESS TOLERANCE

Can they stay calm and on track?

COLLABORATION

Will they work well with the team?

Bonus: Get post-hire development
data to coach more effectively

You Don’t Just Need Labor,
You Need the Right People for the Work

Warehouse teams are juggling speed and pressure.
But moving fast can’t come at the cost of quality.

Warehouse teams are juggling speed and pressure. But moving fast can’t come at the cost of quality.

HighMatch helps you:

FILL ROLES FAST WITHOUT CUTTING QUALITY

SCREEN OUT UNRELIABLE CANDIDATES

HIRE FOR YOUR SITE’S PACE AND UNIQUE CULTURE

When assessments reflect real job demands, you get hires who contribute from day one.

Job Previews Built for Warehouse Reality

The fastest way to reduce turnover is to show what the job really involves. HighMatch surfaces the tough parts early, giving candidates a clear look at the work and pace before day one.

WHERE THEY HELP:

Ideal for roles where long shifts, physical work, or safety demands drive early exits.

Let applicants opt-out early before wasting your time.

Cut early exits caused by mismatched expectations.

Give supervisors more reliable training.

Let applicants opt-out early before wasting your time.

Cut early exits caused by mismatched expectations.

Give supervisors more reliable training.

C&S Wholesale Grocers Realistic Job Preview

Set clear expectations so warehouse hires show up, stay, and get the job done.

WATCH THE VIDEO

The video shown is a SAMPLE job preview to give you a feel for how an RJP works in practice.

WATCH THE VIDEO

The video shown is a SAMPLE job preview to give you a feel for how an RJP works in practice.

Proven Results in Warehouse Hiring

332k

Projected savings in year one

72%

Reduction in
30 day turnover

Lipari was losing 70% of their warehouse hires in month 1. With HighMatch, they added screeners, a custom skills test, and a behavioral assessment to align candidates from day one.

READ THE FULL CASE STUDY

Why HighMatch Works for Warehouse Hiring Teams

Built by I/O psychologists, tailored to your roles

Integrates with your ATS and hiring workflows

Fast, mobile-friendly experience for candidates

FLAGS EARLY RISKS LIKE GHOSTING OR SAFETY GAPS

Insights for both hiring and development

GET A PERSONALIZED DEMO

Dig Deeper intoWarehouse Hiring Challenges

From reducing early turnover to building reliable shift teams, these resources offer practical strategies and proen insights for warehouse hiring.

INDUSTRY REPORT

Reducing Turnover in the Warehouse Industry

BLOG

Boosting Warehouse Retention: Slash Early Turnover with Assessments

BLOG

Build a Better
Warehouse Team:
5 Steps to Tackle Early Turnover

EXPLORE RESOURCE LIBRARY

Roles – Sales

Sales Start with Strong Teams

Quota misses and fast exits aren’t random. HighMatch helps you spot top performers early with assessments tailored to your unique sales roles.

GET A SALES DEMO

When Sales Hiring Goes Wrong, Revenue Pays the Price

When Sales Hiring Goes Wrong, Revenue Pays the Price

The wrong sales hires stall pipeline, delay ramp, and drive avoidable turnover.

Hiring for polish instead of persistence creates churn you can’t afford.

Common pain points we hear from sales leaders:

“We need reps who
can handle rejection.”

“Interviews aren’t showing us coachability.”

“Turnover keeps
resetting progress.”

“Sales managers want stronger candidates.”

With HighMatch, you can:

PREDICT PERFORMANCE EARLIER

Align hires to your culture and sales motion

Speed up decisions without sacrificing fit

PREDICT PERFORMANCE EARLIER

Align hires to your culture and sales motion

Speed up decisions without sacrificing fit

Not All Sales Roles Are The Same,
Your Assessments Should Match

A great SDR doesn’t think like a strategic AE.
A field sales manager operates differently than a retail sales associate.

A great SDR doesn’t think like a strategic AE. A field sales manager operates differently than a retail sales associate.

We help you measure what matters most in each role:

SDRs/BDRs

Fast-paced, high-rejection roles that require initiative, resilience, and multitasking.

ACCOUNT
EXECUTIVES

Quota-driven closers who need strong problem-solving and emotional control.

ACCOUNT
MANAGERS

Relationship-focused
roles depend on follow-
through and trust-building.

SALES MANAGERS
& LEADERS

Strategic leadership
requires big-picture thinking, and decisiveness.

Whether you’re hiring one role or all of them, we build benchmarks based on what success looks like in your organization, not someone else’s.

Explore How We Personalize for Sales Roles

Explore How We Personalize
for Sales Roles

There’s No One-Size-Fits-All Sales Assessment,
And That’s Exactly the Point

HighMatch works with your team to personalize each assessment around the traits that drive success in your roles, culture, and sales environment.

top traits sales teams prioritize:

DRIVE & INITIATIVE

Will they push through objections?

STRESS TOLERANCE

Will they stick through tough months?

ADAPTABILITY

Can they pivot messaging or roles?

NUMERICAL REASONING

Can they understand pricing, margins, and comp plans?

Bonus: Get post-hire development
data to coach more effectively

You Don’t Just Need Sellers,
You Need Reps Who Close and Stay

Sales teams feel constant pressure to perform.
But hiring for polish over persistence leads to missed quotas and churn.

Sales teams feel constant pressure to perform. But hiring for polish over persistence leads to missed quotas and churn.

HighMatch helps you:

Give sales managers data they can trust

Align every hire to
your revenue goals

Confidently hire reps who will succeed

When assessments match sales challenges,
you get hires closing deals from day one.

Results That Speak for Themselves

Nearly

more projects
installed by high
scorers

185%

Higher sales
from high
scorers

Momentum Solar struggled with sales hires finishing training and meeting quota. HighMatch benchmarked top reps and built an assessment to spot traits for success.

READ THE FULL case study

95%

more projects
installed by high
scorers

47%

Reduction in
early turnover

By focusing on resilience and problem-solving, Spot Inc. built a stronger sales team and improved retention with HighMatch.

Read how Spot Inc. cut turnover by 47%

HighMatch helps sales organizations in SaaS, B2B, logistics, retail, and professional services identify, select, and retain top performers.

Why HighMatch
Works for Sales Teams

Built by I/O psychologists, tailored to your roles

Integrates with your ATS and hiring workflows

Fast, mobile-friendly experience for candidates

Benchmarks designed for every level, from SDR to VP

Insights for both hiring and development

GET A PERSONALIZED DEMO

Roles – Operations

Hire Right to Keep Operations Moving

Inefficiency, miscommunication, and turnover don’t have to be a part of your day. HighMatch helps you hire dependable operations talent with assessments tailored to your roles and culture.

GET AN OPERATIONS DEMO

When Operations Break Down,
 The Whole Business Feels It

When Operations Break Down,The Whole Business Feels It

Every mis-hire slows workflows, disrupts teams, and drains resources.
Hiring on resumes or gut feel leads to churn, rework, and missed targets.

Common pain points we hear from OPERATIONS leaders:

“We spend too much time fixing mistakes.”

“Supervisors are
tired of retraining.”

“Turnover keeps
disrupting timelines.”

“The wrong hire sets the team back.”

With HighMatch, you can:

REDUCE EARLY TURNOVER
IN KEY ROLES

SPOT RISKS BEFORE
THEY HIT WORKFLOWS

Build Teams who
perform under pressure

One-Size Hiring Slows Operations,
Ours Adapt to What You Need

Coordinators, analysts, and supervisors each need different strengths to succeed. HighMatch personalizes assessments to the demands of your roles, teams, and goals.

We help you measure what matters most in each role:

COORDINATORS

Organization and multitasking under pressure

ANALYSTS

Problem-solving, accuracy,
and critical thinking

CREW

Reliability, adaptability, and teamwork across functions

SUPERVISORS

Accountability, communication, and decision-making

Whether you’re supporting one site or multiple regions, we tailor assessments to match the traits that drive success in your roles.

Explore How We Personalize for OPERATIONS Roles

Not Every Candidate With Ops Skills,
is Prepared for Your Challenges

Not Every Candidate With Ops Skills, is Prepared for Your Challenges

HighMatch helps you assess for the traits that matter most,
before you spend time and money moving them forward.

COMMON traits OPERATIONS
teams prioritize:

RELIABILITY

Will they show up consistently?

WORK ETHIC

Will they work hard every day?

ATTENTION TO DETAIL

Will they catch errors?

STRESS TOLERANCE

Can they stay calm under pressure?

Bonus: SUPPORT RAMP AND RETENTION
WITH DEVELOPMENT INSIGHTS

You Don’t Just Need Staff,
You Need People Who Keep Things Moving

You Don’t Just Need Staff,You Need People Who Keep Things Moving

Operations hiring demands speed, but moving fast can’t mean lowering the bar.

HighMatch helps you:

FILL ROLES FAST WITHOUT LOSING QUALITY

SCREEN OUT UNRELIABLE CANDIDATES EARLY

HIRE FOR YOUR PACE, CULTURE, AND NEEDS

When assessments reflect real job demands, you get hires who add value fast.

Job Previews Built for Operations Reality

The fastest way to reduce early turnover is to set expectations clearly. HighMatch
surfaces the tough parts early, giving candidates a clear look at the work and pace before day one.

Let applicants opt-out early before wasting your time.

Cut early exits caused by mismatched expectations.

Give supervisors more reliable people to train.

Let applicants opt-out early before wasting your time.

Cut early exits caused by mismatched expectations.

Give supervisors more reliable people to train.

C&S Wholesale Grocers Realistic Job Preview

Set clear expectations so operations hires show up, stay, and get the job done.

WATCH THE VIDEO

The video shown is a SAMPLE job preview to give you a feel for how an RJP works in practice.

WATCH THE VIDEO

The video shown is a SAMPLE job preview to give you a feel for how an RJP works in practice.

Teams Like Yours Are Already Seeing Results

332k

Projected savings in year one

72%

Reduction in
30 day turnover

Lipari was losing 70% of their warehouse hires in month 1. With HighMatch, they added screeners, a custom skills test, and a behavioral assessment to align candidates from day one.

READ THE FULL CASE STUDY

Why HighMatch Works for Operations Teams

Built by I/O psychologists, tailored to your roles

Integrates with your ATS and hiring workflows

Fast, mobile-friendly experience for candidates

FLAGS EARLY RISKS LIKE GHOSTING OR CARELESSNESS

Insights for both hiring and development

GET A PERSONALIZED DEMO

Dig Deeper into Operations Hiring Challenges

From reducing early turnover to improving team efficency, these resources offer practical strategies and proven insights for operations hiring.

BLOG

6 Strategies to Hire Hourly Workers Faster

BLOG

Behind the Numbers: Causes of Early Turnover

INDUSTRY REPORT

Modernizing Manufacturing Hiring

EXPLORE RESOURCE LIBRARY

Leadership Positions-READY FOR NAV

Smarter Hiring for Stronger Leaders

HighMatch helps you identify candidates with the traits to lead, from managing teams to driving strategy to shaping culture.

GET A LEADERSHIP DEMO

When Leadership Misses the Mark, Teams and Strategy Suffer

It’s easy to rely on past performance, but leading people and driving strategy
require different strengths. Without them, teams churn and performance slips.

Common pain points we hear:

“Our leaders manage,
not inspire.”

“One weak leader
drags teams down.”

“Top performers don’t always lead well.”

“It’s hard to spot
future leaders.”

With HighMatch, you can:

Strengthen culture with the right fit

Spot leaders who
drive results

Reduce turnover from leadership gaps

From Managers to Executives, Every Role Needs the Right Fit

Leadership looks different at every level, and so should your hiring. HighMatch tailors assessments to each role’s demands, from frontline supervisors to C-suite strategists.

Sample roles we support:

Frontline Leaders

Keep operations
and teams on track

People Leaders

Drive engagement,
retention, and culture

Department
Heads

Lead specialized teams
to deliver results

Executives

Set vision and
navigate change

We build leadership benchmarks from the inside out, starting with what works in your organization.

Explore How We Personalize for LEADERSHIP Roles

Not Every Strong Performer is Ready to Lead

HighMatch helps you assess for the traits that matter most, before you invest time or risk guest experience.

Common traits leadership teams prioritize:

Vision

Can they inspire others?

Judgment

Will they make smart decisions?

Adaptability

Can they navigate change?

Collaboration

Will they align teams?

Bonus: Give leaders development
insights to strengthen coaching.

You Don’t Just Need Experience,
You Need the Right People to Lead

Too often, leadership roles go to top performers who don’t inspire, communicate, or see the big picture.

HighMatch helps you:

Spot leaders with
the traits to stay

Go beyond
performance alone

Build trust and
team alignment

Assessing for the qualities leaders really need delivers stronger hires who are ready to grow.

Expert-Led Interviews for Leadership

For manager, supervisor, and executive hires, HighMatch offers I/O-led interviews that uncover how candidates lead, decide, and fit, going far beyond a resume.

After the interview, our team
delivers a report that includes:

Strengths and risks across leadership traits

Coaching tips for development post-hire

Clear perspective
on long-term fit

Strengths and risks across leadership traits

Coaching tips for development post-hire

Clear perspective
on long-term fit

When the stakes are high, I/O-led interviews
provide hiring clarity and confidence.

CONNECT WITH AN I/O TODAY

See the Difference the Right Leadership Can Make

“HighMatch helped us align around the traits that matter most for leadership in our restaurants, like cultural fit, reliability, and a team-first mindset. It’s given us a strong foundation for more informed and consistent hiring decisions.”

Alisha Ramirez, TA Manager, TacoTime

Why HighMatch Works for Leadership

Built by I/O psychologists
for leadership roles

Goes beyond experience
to assess traits

Flags risks like burnout or poor team fit

Integrates with your
ATS and workflows

Insights for both hiring
and development

GET A PERSONALIZED DEMO

Dig Deeper Into Leadership Hiring Challenges

From avoiding mis-hires to building stronger leaders,
these resources share strategies to hire and keep top talent.

From avoiding mis-hires to building stronger leaders, these resources share strategies to hire and keep top talent.

BLOG

Navigating the C-Suite Hiring Process

BLOG

How Great Managers Boost Employee Engagement

BLOG

Solving Faking
with Personality Assessments

EXPLORE RESOURCE LIBRARY

Customer Service Positions-READY FOR NAV

Smarter Hiring for Customer Service

High turnover and burnout don’t have to define your teams. HighMatch helps you hire reliable, customer-focused reps.

GET A DEMO

When Service Falls Short,
Customers Feel It

Every mis-hire risks lost sales, frustrated customers, and burned-out teams.
Hiring based on resumes or gut feel, leads to churn and poor service.

Common pain points we hear from service leaders:

“Call center turnover
never stops.”

“It’s hard to spot true service reps.”

“Resumes don’t reveal people skills.”

“All our time goes
to training hires.”

With HighMatch, you can:

Cut early turnover
in frontline roles

Spot risks before they impact customers

Reduce retraining
with stronger hires

Service Isn’t One-Size-Fits-All,
Neither are Our Assessments

From call centers to retail floors, every service role is different.
HighMatch builds assessments around the real demands of each role.

We help you measure what matters most in each role:

AGENTS

Active listening, resilience, and problem-solving

Associates

Service orientation,
reliability, and patience

Advisors

Attention to detail, empathy,
and adaptability

Supervisors

Accountability, coaching,
and communication

Whether you’re hiring for one location or multiple sites, we tailor assessments to match the traits that drive strong service.

Explore How We Personalize for SERVICE Roles

Not Every ‘People Person’ Excels in Service

HighMatch reveals the traits that drive strong service, so you can identify the right candidates before investing in them.

Common traits SERVICE teams prioritize:

Reliability

Will they show up and follow through?

Service Orientation

Do they genuinely enjoy helping others?

Communication

Can they explain clearly and calmly?

Stress Tolerance

Can they stay patient under pressure?

Bonus: SUPPORT GROWTH AND
RETENTION WITH DEVELOPMENT INSIGHTS.

You Don’t Just Need Staff,
You Need the Right People for Service

Hiring for service means handling high volume quickly, without sacrificing quality.

HighMatch helps you:

Fill roles fast without cutting quality

Screen out poor
service fits early

Hire for your pace
and culture

When assessments match service needs, new hires engage customers from day one.

Results That Speak for Themselves

44%

Reduction in
turnover

A software leader reduced turnover in account manager roles after HighMatch benchmarked success factors. New hires stayed longer, resolved cases faster, and improved customer satisfaction scores.

READ THE FULL CASE STUDY

Why HighMatch Works for Customer Service Teams

Built by I/O psychologists, tailored to your roles

Integrates with your
ATS and workflows

Fast, mobile-friendly experience for candidates

Flags early risks like burnout or ghosting

Insights for both hiring and development

GET A PERSONALIZED DEMO

Explore Service’s Hiring Challenges

From reducing turnover to improving customer experience,
these resources offer practical strategies and proven insights for service hiring.

From reducing turnover to improving customer experience, these resources offer practical strategies and proven insights for service hiring.

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Soft Skills for Success: Skills Based Hiring for Entry Level Roles

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4 Steps to Boost
Employee Retention
in Retail

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Behind the Numbers: Causes of Early Turnover

EXPLORE RESOURCE LIBRARY

Administrative Positions-REVIEW

Build Stronger Administrative Teams

Every successful organization relies on dependable admins. HighMatch helps you find the ones who keep things running and stay on the job longer.

GET A DEMO

When Details Slip, Productivity Suffers

Every administrative mis-hire slows work and adds stress across teams. Hiring on resumes alone often leads to turnover and costly mistakes.

Common pain points we hear from leaders:

“Deadlines keep
getting missed.”

“Not everyone can handle the pressure.”

“Attention to detail
is hit or miss.”

“We keep retraining
the same roles.”

With HighMatch, you can:

Spot reliability
and focus early

Reduce retraining
with stronger hires

Boost accuracy and follow-through

Admin Roles Vary by Team,
So Should Your Assessments

From executive assistants to office coordinators, no two admin roles look the same. HighMatch builds assessments around the skills and traits each role demands.

We help you measure what matters most in each role:

Administrative Assistants

Accuracy, multitasking,
and follow-through

Executive Assistants

Judgment, confidentiality,
and adaptability

Office Managers

Leadership, accountability,
and communication

Coordinators

Time management,
organization, and reliability

Whether supporting one executive or an entire department, we tailor assessments to match the
traits that drive success.

Explore How We Personalize for ADMIN Roles

Explore How We
Personalize for ADMIN Roles

Not Every Organized Person Thrives in Admin Work

HighMatch reveals the traits that lead to dependable, high-performing admins—so you can identify the right fit before onboarding.

Common traits administrative teams prioritize:

Reliability

Will they show up and follow through?

Attention to Detail

Do they catch small errors?

Organization

Can they manage multiple priorities?

Integrity

Are they trustworthy and discreet?

Bonus: SUPPORT GROWTH AND
RETENTION WITH DEVELOPMENT INSIGHTS.

You Don’t Just Need Help,
You Need Dependable Support

Hiring admins means balancing precision with productivity. HighMatch helps you move quickly without compromising quality.

HighMatch helps you:

Reduce turnover in
high-volume roles

Identify self-starters
who adapt to change

Hire for both skill
and culture-fit

When assessments align with role demands, admins help teams run more efficiently from day one.

Results That
Speak for Themselves

47%

Reduction in
early turnover

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, Spot Inc.

Read how Spot Inc. cut turnover by 47%

Why HighMatch Works for Administrative Hiring

Built by I/O psychologists, tailored to your roles

Integrates with your
ATS and workflows

Fast, mobile-friendly experience for candidates

Flags risks like low reliability or poor focus

Insights for both hiring and development

GET A PERSONALIZED DEMO

Explore Admin Hiring Challenges

From lowering turnover to improving organizational efficiency,
these resources share proven ways to strengthen administrative hiring.

Hire Construction Laborers Who Show Up and Work Hard

One Bad Hire Can Stall an Entire Crew, And Projects Pay the Price

Common pain points we hear from CONSTRUCTION leaders:

With HighMatch, you can:

Every Site Has Different Demands, We Measure What Matters for Each One

We help you measure what matters most in each role:

GENERAL LABORERS

EQUIPMENT OPERATORS

FORM SETTERS

SITE WORK LABORERS

Whether you’re staffing one site or scaling across regions, we tailor assessments to the traits that keep projects moving and crews safe.

Not Every Candidate Who Has Worked a Site Will Work Hard on Yours

Common traits CONSTRUCTION teams prioritize:

DEPENDABILITY

INTEGRITY

ATTENTION TO DETAIL

STRESS TOLERANCE

Results That Speak for Themselves

HighMatch is one of the best hiring resources I have come across. I always recommend it.

Mike Leckie-Ewing, VP Organizational Development, Wayne Homes

Why HighMatch Works for Construction Teams

Built by I/O psychologists, tailored to your roles

Integrates with your ATS and workflows

Fast, mobile-friendly experience for candidates

Flags early risks like low reliability or poor stress tolerance

Insights for both hiring and development

Dig Deeper into Construction Hiring

Ready to Build a Crew That Shows Up and Gets It Done?

Hire Nurse Practitioners Who Deliver Quality Care

The Wrong NP Hire Affects More Than One Patient, It Strains Your Whole Care Team

Common pain points we hear from healthcare leaders:

With HighMatch, you can:

Every NP Specialty Has Different Demands,We Assess for Each One

We help you measure what matters most in each role:

FAMILY NURSE PRACTITIONERS

ACUTE CARE NPs

PSYCHIATRIC NPs

SPECIALTY NPs

Whether you’re hiring for one clinic or a health system, we tailor assessments to the traits that drive care and retention.

Not Every NP Candidate is Built for Your Care Environment

Common traits NP teams prioritize:

INTEGRITY

DEPENDABILITY

COMPASSION

STRESS TOLERANCE

Results That Speak for Themselves

A national healthcare provider had high turnover and unreliable hiring signals across 100,000+ candidates. HighMatch helped them identify high-fit candidates earlier and reduce poor-fit hires at scale.

Why HighMatch Works for Medical Teams

Built by I/O psychologists, tailored to your roles

Integrates with your ATS and workflows

Fast, mobile-friendly experience for candidates

Flags early risks like low dependability or carelessness

Insights for both hiring and development

Dig Deeper into Nurse Practitioner Hiring

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Ready to Build an NP Team That Stays and Delivers?

Hire Customer Service Reps Who Actually Serve

One Bad Interaction Can Lose a Customer for Good, The Wrong Hire Makes That Happen Every Day

Common pain points we hear from Customer service leaders:

With HighMatch, you can:

Phone Support Is Not the Same as In-Person Service,We Build Assessments Around the Difference

We help you measure what matters most in each role:

CALL CENTER REPS

CLIENT SERVICE REPS

GUEST SERVICE AGENTS

MEMBER SERVICES REPS

Whether you’re staffing a contact center or a retail floor, we tailor assessments to the traits that drive satisfaction and retention.

Not Every Candidate Who Has Worked with Customers Can Handle Yours

Common traits CUSTOMER SERVICE teams prioritize:

SELF-CONTROL

DEPENDABILITY

STRESS TOLERANCE

INTEGRITY

Results That Speak for Themselves

A leading software company had high turnover and inconsistent account manager performance. HighMatch helped them hire candidates who stayed longer and outperformed peers.

Why HighMatch Works for Customer Service Teams

Built by I/O psychologists, tailored to your roles

Integrates with your ATS and workflows

One Bad Hire Can Stall an Entire Crew,  And Projects Pay the Price

Every Site Has Different Demands,
We Measure What Matters for Each One

The Wrong NP Hire Affects More Than One Patient,  It Strains Your Whole Care Team

Every NP Specialty Has Different Demands,
We Assess for Each One

One Bad Interaction Can Lose a Customer for Good,  The Wrong Hire Makes That Happen Every Day

Phone Support Is Not the Same as In-Person Service,
We Build Assessments Around the Difference

Field Leadership Looks Different Across Every Project,
Our Assessments Are Built for That

When Warehouse Teams Can’t Keep Up,
Operations Pay the Price

One-Size Assessments Don’t Work in Warehouses,
Ours Are Built To Fit

COMMON traits warehouse
teams prioritize:

You Don’t Just Need Labor,
You Need the Right People for the Work

You Don’t Just Need Labor,
You Need the Right People for the Work