Human Capital, Fully Optimized
Hiring Signal,
Not Noise
Offering Predictive Insights BEFORE an Offer Gets Extended
We optimize how companies hire — so you attract stronger talent, reduce time-to-fill, and build teams that last.
The average cost of a single bad hire at a $100K salary — before lost productivity, retraining, or team disruption is taken into account.
Average cost of a single bad hire at a $100K salary after accounting for Recruiting/Onboarding costs, Lost Productivity/Opportunity costs, Training Investment, Management Time Sync, Diminished Team Morale, Legal/Compliance costs, and Diminished Client Trust/Reputation
Most bad hires don't fail the interview. They usually pass with flying colors.
The U.S. Department of Labor estimates that a bad hire costs 30% of that employee's first-year salary. For a $100,000 role, that's $30,000 — before you count the lost productivity, the retraining, or the team disruption. When taking into account the full impact of a bad hire, SHRM estimates a cost of 50-70% of the employees first year salary for entry level positions and up to 150% for mid-level manager.
Here's the part that should really worry HR leaders: most bad hires aren't skills failures. They pass the interview. They checked the boxes on the resume. And then they fail anyway — for reasons no technical screen was ever built to catch.
These aren't soft concerns. They're the leading predictors of whether a hire succeeds — and they're exactly what an unstructured hiring process leaves to chance.
What we do
How we improve how you hire
Answers the question: "Should We Even Review This Resume?"
Before anyone reviews a résumé, applicants confirm they meet the role's non-negotiables — degree requirements, work eligibility, language fluency, minimum experience. It takes two minutes for the applicant and saves your team hours of filtering. Only candidates who qualify move forward.
Answers the question: "Can They Do The Job?"
Cognitive ability has a validity coefficient of .51 — the strongest standalone predictor of job success out of 19 selection methods studied. Before you invest a minute of your time meeting a candidate, you'll know whether they have the mental horsepower the role demands. If they don't, the rest doesn't matter.
Answers the question: "Will They Do The Job?"
Behavioral assessments reveal who a candidate actually is — their assertiveness, risk tolerance, sociability, attention to detail, motivational drivers, and work style preferences. This is the instrument most hiring processes skip entirely. Just because someone can do the job doesn't mean they will — and this is how you find out before you make the offer.
Answers the question: "How Well Do They Communicate?"
You select the interview questions most relevant to the role. Each applicant records video responses on their own time — giving your hiring managers a direct read on communication skills, presence, and clarity before a single in-person meeting is scheduled. You'll never have to ask, "How did this person get through to me?"
Answers the question: "How Will We Manage Our Applicant Pool?"
Every assessment score, video response, and interview status lives in one structured dashboard. No spreadsheets. No chasing hiring managers for updates. You see exactly where every candidate stands — and who is ready to move forward.
EVERY hire is a bet.
Make sure the odds are in your favor.
How it works
Helping companies manage their candidate pool — with signal, not spreadsheets
Self Selection
Before a single resume is reviewed, applicants self-qualify through a structured intake process. Those who don't meet requirements remove themselves — saving your team time and keeping your pipeline clean from the start.
Assess
Applicants complete both a cognitive and behavioral assessment — giving you confidence they Can and Will do the job before you invest a minute of your time meeting them.
Video Screen
Qualified applicants answer role-specific interview questions via recorded video — on their own time, before any in-person meeting is scheduled. You evaluate communication skills and presence without coordinating a single calendar invite.
Interview with Confidence
Only applicants who have passed the assessments and impressed on video make it to your in-person interview. Your hiring managers spend their time on candidates who have already been validated — never again asking, "How did this person get through to me?"
Client results
Trusted by leaders who are responsible for a companys' most important asset. - Human Capital
"We were extremely pleased with the quality of candidates eHire provided our company. In the past, we filled openings by posting on job boards. After being inundated with hundreds of resumes, many of which were unqualified candidates, we decided a different approach was in order. eHire allowed me to focus on running my business instead of undertaking the most time consuming and administrative tasks of hiring."
We partnered with eHire solutions to fill vacancies associated with remote inside sales roles. The eHire process allowed us too evaluate candidates in a more cost effective way and pinpoint the applicants we should be investing our time with. No more stacks of resumes or clarifying that applicants met minimum requirements. This in turn maximized our time to focus on cultural fit.
Ready to enhance your hiring process?
Let's start with a 30-minute discovery call. No pitch, no pressure — just an honest look at where your process stands.