When sector giants dwarf opportunities in status and budget, when your runway is short but you don’t want to hire in haste, how do you ensure you’re hiring someone not just with a great CV, but who will thrive in your environment and deliver the results you need to succeed?
Why hire exceptional talent?
For fast-scaling organisations, great talent isn’t just a nice-to-have. The right people become force multipliers, bringing more than knowledge to your business.
Top-quartile performers are said to be eight times more productive, help you hit growth targets three times faster and raise the next round twice as fast.
They improve retention four-fold, set new, high-performance standards and magnetise people to your business, attracting two to three more top performers.1
Our B.E.S.T. model
Focusing on behaviours, experience, skills and traits during the selection and assessment stages of recruitment, we’re able to identify people who hit these high notes and also fit your mission, culture and tech stack.
Our four-part framework helps to deeply understand a person’s potential, ability and fit.
Behaviours – how someone actually works.
Behaviours are hard to change, so we prioritise them heavily.
Experience – what they’ve done before.
Past success is the best predictor of future success.
Skills – what they can do.
Skills can be learned more easily than behaviours or traits, so they get less weight.
Traits – who they are.
Traits are nearly impossible to change, but if behaviours are right, traits usually follow.
This model is a cornerstone of Akaina’s Talent Intelligence – an approach anchored in partnership that prioritises you and your specific requirements.
