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"With Right-Hire's Assessment and thorough analysis, we have finally identified the root of our culture difficulty and the concrete steps we need to change it."

- Deputy CFO, NASA Ames Research Center
"I can't believe this one assessment can solve so many development needs. Powerful! My team functions at levels I never thought possible. Thanks Right-Hire!"

- Manager, Kaiser Permanente
"The depth of the Right-Hire Assessment has allowed me to really leverage my strengths and improve my career options."

- Project Manager, Extreme Networks
"The Team Assessment and Analysis I have received in working with Right-Hire has been amazing. It provides us insight like no other process. It has opened up so many possibilities and really allowed us to capitalize on our strengths."

- Sr. Director, Seagate Technology

Technical Review

Identify thinking and decision-making style, and resulting strengths and development areas

Business, Family, Relationships, Academic

Unlike self-report instruments that measure what a person reports they are like, this instrument measures how they actually think. Not what they think, but how they think. It has the respondent perform a thinking task and then, using complex mathematics, produces a detailed picture of the person's preferred thinking process. It provides objective information regarding such variables as one's strategic thinking ability, attention to concrete detail, intuitive insight, persistence, consistency, systems orientation, sensitivity to others, confidence, optimism, self-regard, emotional control and drive level. In addition to its validity and reliability, the instrument has been tested according to EEOC criteria and found to be nondiscriminatory toward race, sex, or gender.

The Advantages of the Right-Hire Assessment Include the Following:
  • administration takes about 15-20 minutes
  • it is objective and cannot be biased
  • it is simple in that it consists of the rank ordering of 18 items and 18 statements
  • it is unobtrusive in that respondents are not asked to describe themselves or their experience
  • it is available in multiple languages including pictograph
  • it is supported by research
  • its users report very high face validity
  • it has been very successfully used for recruitment, professional development, teambuilding, succession planning, self-esteem building and relationship building
Since its basis is symbolic logic, it does not fit into the traditional psychological testing mode. Even though a top psychometrician at one of the leading big four consulting firms has given it a very positive review, some trained only in psychological metrics are uncomfortable when faced with its unusual accuracy and simple format.

Validations/Approvals *
  • 1980's: Construct validity-random samples, 40,000 Dollar General EEOC validity items, clinical variables, retest every 5 years
  • 1988: Criterion validity
  • 1988: Validity study, Chuck McDonald and Bill Murphy with Vanderbilt psychometrician
  • 1990: Reviewed and approved by legal department, AIB
  • 1991: Reviewed and approved, Drake Beam Morin
  • 1988: Reviewed and approved, GTE legal and psychometric-used until Training Center closed in Norwich , CT (10 years later)
  • 1985: Reviewed and approved, legal department, CUNY mutual, used for all employees until 1996 when company was bought
  • 1990: Reviewed and approved, psychometrics, at AT&T
  • 1991: Reviewed and approved, legal and psychometric, USPS, Lamon Mosely, Asst. Postmaster General
  • 1996: Reviewed and approved, KPMG, for leadership
  • 1996: Reviewed and approved, psychometrics, Arthur Andersen Consulting, Ann Mueller, psychometrician and adjunct faculty, University of Chicago
  • 1996: Reviewed and approved through peer review of Academic Psychometricians from Harvard, Princeton and Yale
  • 1996: Reviewed and approved, legal commission, Ernst and Young
  • 2000: Reviewed and approved, Graduate school of Education , Georgetown University , Marshal Saskin
  • 2003: Reviewed and approved, Chief HR Office, Chief Nursing Officer, CEO, HCA
* The above represent the key validations and reviews conducted by and for the psychometric and legal specialists within client companies who have used the profile. The results, while theoretically rigorous, are also targeted toward actual organizational usage. Since they involve internal data, privacy concerns require that the studies remain proprietary.

Additional Validity Studies
View this PDF report to see additional validity studies performed on the Right-Hire Assessment technology.

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