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 not working, 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 feel 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.
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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.
40%
Reduction in first-year
executive attrition
94%
of hiring managers
would use R180 again
3.5x
Higher retention with
values alignment
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.
The questions
HR leaders ask us most.
Personality tools show you how someone behaves. Engagement platforms show how they feel. R180 measures what they value, the single strongest predictor of whether they'll stay, lead, and do their best work. We sit alongside those tools, not in place of them.
Most teams are live within two weeks. Each person takes about 30 minutes to complete the assessment. Your team's lift is one onboarding call and reviewing the reports we generate we handle everything else, including the psychology debriefs.
Each person gets a plain-English profile and feedback report covering their values, any hidden biases affecting decisions, and what they may be missing. Leaders get a team analysis. Longitudinal tracking dashboards are available for HR teams. Sample reports on request.
Participants own their data. Reports are only released with explicit consent individual results are never shared with managers without participant approval. We're SOC 2-aligned and GDPR compliant.
Both. Our smallest engagements are 8-person leadership teams; our largest span thousands across multiple geographies. Pricing scales accordingly.