Behavior experts at work

The right person in the right seat. Every seat. Every time.

Your number two. Your next plant manager. The staff accountant you hire every spring. For 30 years we've proven who actually fits a role, before anyone makes an offer.

Talk to us Get The Job Scorecard™

Cyndi Gave video: Hire right, grow the talent

candidates evaluated

leaders coached and assessed

years of behavioral science

Why hiring is harder than it used to be

Every résumé is polished by AI.

Interviews reward the best interviewer, not the best fit.

A mis-hire is expensive.

An undocumented decision is an undefended one.

Most hiring decisions come down to who interviewed best. Ours start somewhere else.

One method, three steps.

Every process we run, from a single hire to your Integrator, follows the same three steps.

Define. A short guided interview with someone who knows the role builds the standard every candidate is measured against. The decision rests on evidence, not one person's bias.

Assess. Each finalist completes The Metiss Group assessment. Under an hour, four sciences at once.

Compare. Every finalist lines up against the standard and against each other. You see the gaps, the interview questions that test them, and a behavior expert walks you through what it means.

Then you make the call.

Same method. Pick the size of the decision.

	Your time	Who's involved	Investment
The Hiring Decision Platform™	Under an hour	The hiring manager	$3,500 per role
The Hiring Process Coach™	6 hours	The hiring team	From $15,000
The Visionary-Integrator Catalyst™	10 hours	The leadership team	From $30,000

Not sure which one fits? That's the conversation to have first.

Four sciences, one sitting.

Each finalist completes The Metiss Group assessment on their own time. The platform reads all four sciences against the job profile, so the comparison sees what other assessments miss.

Behavioral style

How they take charge, engage people, handle pace, and handle rules and detail.

Culture fit

What actually motivates them, ranked from strongest to weakest.

Emotional intelligence

How clearly they read people, situations, and themselves.

Critical thinking

How well they reason from incomplete information, and where they stop.

The assessment measures who they are; the interview is where you test what it found. Nobody is strong in all four. The point is knowing where to ask harder questions.

What it looks like in practice

Different hires. Same discipline.

The Hiring Decision Platform™

Roles they fill repeatedly

"We stopped arguing about who interviewed best. The profile told us what the job needed, the comparison told us who had it, and we made the call in one meeting."

Jeff Heybruck, CEO, Lucrum Consulting

The Hiring Process Coach™

A role nobody could define

"We were too far ahead of our skis." Rapid growth had outrun their hiring process. Clear roles and a consistent system turned hiring into a competitive advantage.

Dan Hooks, CEO, Party Reflections

The Visionary-Integrator Catalyst™

The number-two hire

"The Visionary-Integrator Catalyst™ gave our whole leadership team the clarity to agree on exactly who we needed. He's still here, and so are we, fully aligned."

Carl Howard, CEO, AutoBell

Anyone can make a good match. We make sure it lasts.

Follow the Visionary-Integrator Catalyst™ from definition through the first year of coaching, and we guarantee your Integrator is successful 12 months after their start date. If not, we do it again at no additional cost.

"It costs me $50,000 to $100,000 when I make a wrong hire. Thanks to The Metiss Group, I'm not making those costly mistakes anymore."

Tom Onsrud, CEO, C.R. Onsrud

TRUSTED PARTNER TO HUNDREDS OF BUSINESSES

After the hire

The right person still has to grow into the seat.

The same four sciences that give you insight for interviewing candidates tell you what the new hire needs once they're in the seat. The Leadership Academy™ picks up where selection leaves off.

New managers

Leadership fundamentals for the move from contributor to leader.

The Leadership Essentials Playbook™

High potentials

Self-awareness and judgment, the capacity that limits most careers.

The Emotional Intelligence Journey™

Senior leaders

Leadership practices and team alignment to support and facilitate the company's strategic plan.

The Strategic Leadership Alignment™

New hires and promotions

Manager and new leader aligned from day one, not month six.

The Accountability System™

Explore The Leadership Academy™

See if You're a Good Fit

We're not for everyone.

A disciplined process takes commitment. Here's how to tell quickly whether this is worth your time.

This is a good fit if

You're committed to a hire that works a year from now, not just a signed offer letter

Your stakeholders will sit down and agree on what the role actually is

You can follow a focused plan over three to twelve months

There's a line in the budget for people decisions, or you're open to adding one

This isn't a fit if

You want a quick fix for a people problem that took years to build

You're hoping development will rescue an employee already on a PIP

You need a search firm to source candidates, which isn't what we do

Your organization isn't willing to commit to a plan

Tell us about the seat you need to fill.

Twenty minutes with a behavior expert. We'll tell you which of the three processes the role actually needs, and if it's none of them, we'll tell you that too.