Hey everyone,

I have a quick exercise for you: Think about the last person you hired. Not the last role you filled, the last actual human being you brought into your team. How did you decide? What was the moment you thought "yeah, it's them"?

For most hiring managers, if they're honest, it comes down to a feeling. The conversation flowed. They had good energy. Their answers were crisp and confident. Something just clicked.

Now think about how that hire actually turned out.

I'm asking because there's a pretty significant gap between what we think we're measuring in interviews and what we're actually measuring. And that gap has a price tag.

3 in 10 Indian employers report a bad hire costs them over 20 lakh rupees. That's not just the recruitment fees and the wasted onboarding time. That's the client relationships that took a hit, the team that quietly lost faith in leadership's judgment, and the six months spent hoping things would turn around.

Here's the uncomfortable truth: most hiring processes are built to find great interviewers, not great employees. And that's not a coincidence. It's what happens when the interview is your primary filter.

46% of new hires fail within 18 months and managers say they wouldn't rehire up to 50% of their recent hires.

But why is that? A Yale study found hiring managers form strong perceptions based on how someone speaks, their dialect, their cadence, before the candidate has said anything substantive about their actual capability.

Then confirmation bias kicks in, where one impressive credential lights up the whole evaluation and one awkward answer tanks it. And that’s not the only bias recruiters have.

None of this is intentional. That's the whole problem. You're not making bad decisions. Your brain is doing exactly what it evolved to do. It just didn't evolve for hiring.

So what’s the solution? Evaluate their skills to find out if they can walk the walk.

Assessments predict whether someone will succeed in a role 2 to 3 times more accurately than a standard interview. We've just collectively decided to keep doing the less accurate thing because it feels more natural.

You already know hiring is hard. But we wanted to actually show what that looks like, the lucky breaks, the bad calls, the moments where the right candidate slips through anyway.

So we built a game that maps the full chaos of a hiring cycle. Play it, share it with your team and send it to that one team member who thinks all HR does is make rangolis 👀

Your inbox is flooded with newsletters. Your feed is chaos. Somewhere in that noise are the insights that could transform your work—but who has time to find them?

The Deep View solves this. We read everything, analyze what matters, and deliver only the intelligence you need. No duplicate stories, no filler content, no wasted time. Just the essential AI developments that impact your industry, explained clearly and concisely.

Replace hours of scattered reading with five focused minutes. While others scramble to keep up, you'll stay ahead of developments that matter. 600,000+ professionals at top companies have already made this switch.

Join them today, for free.

Think about how a doctor works. They don't prescribe based purely on what the patient says they're feeling. The story gives context, points in a direction. But then they run tests. The story informs, the data decides.

That's the shift Goodfit makes practical for your team.

At Springworks, we used Goodfit and cut time-to-hire by 75%. Not by rushing the process. By removing the parts generating noise instead of signals.

So what are you waiting for?