Skills match. Values don't.
A candidate may tick every box on paper but struggle in the role because their values were never understood, only assumed.
Stop hiring on gut.
Start hiring on
data.
R180 gives you a quantified picture of how
every
candidate
fits your
role, your team, and
your culture, before the offer goes out.
Three problems
every hiring team faces.
Traditional hiring tells you what a candidate has done and how they present in interviews. It rarely tells you what genuinely drives them, how they will fit the team, or where misalignment may appear later.
Interviews reward confidence. Not always fit.
Strong communication can influence decisions, but it does not always reveal whether someone will thrive in the role or team.
Misalignment appears too late.
By the time the hire is floundering, you have already spent months on onboarding, manager time, and lost momentum.
01 · Values fit score
Know how well each candidate fits, before the offer goes out.
R180 maps each candidate's core values against the role, team, and culture they are entering. You get a clearer view of fit before decisions are made on interviews, CVs, and gut feeling alone.
-
Individual Values Profile
A plain-English view of what genuinely drives each candidate.
-
Role & team fit score
A quantified view of how closely the candidate aligns with the role and team context.
-
Side-by-side comparison
Compare multiple candidates against the
same profile using a consistent decision lens.
02 · Fitment gaps & interview prompts
Know what to probe
before the final decision.
R180 highlights where a candidate appears strongly aligned, where there may be a values mismatch, and what the hiring panel should explore in the next conversation.
-
Fitment gap summary
See where a candidate's values may not fully align with the role, team, or working environment.
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Interview prompt guide
Structured questions to help the panel explore potential risks before making the offer.
-
Decision debrief support
Give hiring teams a shared language to
discuss fit beyond instinct, confidence, or first impressions.
03 · Onboarding & alignment support
Carry the insight into onboarding, not just selection.
The assessment does not stop at the offer. R180 gives managers and HR teams a clearer view of what may help a new hire succeed, where they may need support, and what to watch for early.
-
Manager onboarding brief
Help managers understand what motivates the new hire and how to support them from day one.
-
Early alignment signals
Spot where values, role expectations, or team dynamics may need attention.
-
Team values view
Build a clearer picture of how new hires
are shaping the team's values profile over time.
What hiring teams see
after
using R180.
74%
of employers say they've hired the wrong person for a role.
CareerBuilder (Source)
30%
of a bad hire's first-year earnings is the minimum cost to your
business.
U.S. Department of Labor (Source)
56%
of employees wouldn't take a job at a company whose values they
disagree with.
Qualtrics (Source)
From kickoff to first
insights
in 14 days.
Most engagements follow a predictable rhythm. Here's what your
team's timeline looks like,
week by week, so you can plan around it instead of guessing.
Day 0
20-min scoping call
We listen first. You tell us the problem, the team, the timeline.
We come back with a tailored proposal, not a deck.
Week 1
Configuration & onboarding
One 60-minute call to set up your team's value profile and configure the assessment for your specific roles or culture audit goals.
Week 2
Participant assessment
Each participant takes a 30-minute interactive assessment on their own time. We send reminders, track completion, and handle support.
Week 3
Reports delivered
Individual Value Profiles released to each participant. Team-level cross-analysis delivered to leadership. Sample reports available before commitment.
Week 4+
Debrief & ongoing tracking
60-minute psychologist debrief for each participant. Optional longitudinal dashboard for HR teams to track development over time.
What talent leaders ask about values-based hiring.
No. Personality tests predict behavior style, while Revaluate180 measures what a candidate values and how they make decisions. Those are the factors that predict whether someone will fit the role, stay, and perform. It is built to complement your interviews and assessments, not to replace your judgment.
No, it strengthens them. Revaluate180 gives you an objective read on values alignment, so decisions are not made on interviews, resumes, and gut feeling alone. You still make the call. You just make it with a layer most hiring teams are missing.
It reduces bias. Because every candidate is assessed against the role in the same structured way, it counters the unconscious bias that creeps into unstructured interviews, such as affinity, halo, and favoritism. Results inform your decision. They do not automatically screen or rank people out.
The assessment is applied in the same way to every candidate and is designed to support decisions rather than dictate them.
Quickly. The assessment takes 30 minutes, and a Value Profile is available soon after. For one critical hire, you are not waiting on a full rollout.
It is a short, thoughtful assessment about what matters to the candidate, not a pass-or-fail test. Handled well, it signals that your organization takes values and fit seriously, which is attractive to the people you most want to hire.