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Anyone can sell you an assessment; WE'll tell you what it actually means
Making a Critical Hire? Be sure to visit the Decision Room™
HIRE CAPACITY
select | connect | engage
We share People Data. Not Guesswork.
Every other decision in your company runs on data. Your most important one shouldn't be the exception.
You wouldn't approve a budget on a hunch. You wouldn't enter a new market on a feeling. But when it comes to hiring the person who's going to run a division, a function, or the company - most organizations still make the call on gut instinct dressed up as an interview process.
Hire Capacity fixes that. Not with more resumes. With people data - real behavioral data on how a candidate actually thinks, decides, and leads under pressure.
What "People Data" Actually Means
A resume tells you what someone has done. It doesn't tell you how they'll operate when the pressure is on, the team is watching, and the easy answer isn't the right one.
That's the gap Hire Capacity closes. Using the OMS behavioral assessment, we measure how a candidate handles conflict, makes decisions under stress, and leads a room - before you make the offer, not after you find out the hard way.
Founder Harry Lakin brings 44 years of C-Suite leadership experience including nearly 15 years interpreting behavioral data for hiring decisions. He's not selling you a report. He's sitting across the table, telling you what the data actually means for this candidate, in this role.
The Cost of Getting It Wrong
A failed VP or C-suite hire rarely stops at a salary. Severance, backfill, a year of lost momentum, and a team that watched leadership miss - it adds up fast, often well into six figures before the ripple effects even get counted.
Cutting your miss rate on hires like that pays for the whole process many times over. This isn't an HR nice-to-have. It's risk management, and it belongs in the same conversation as any other decision that size.
The Decision Room™
The Decision Room is our final-round advisory for C-suite and VP searches - built on the OMS behavioral assessment and backed by a 180-day guarantee.
It's not a replacement for your search process. It's the last, sharpest filter before an offer goes out - the point where a mismatch gets caught before it gets onboarded. Harry has no stake in any candidate and isn't on any recruiter's payroll. His only job in the room is to tell you what the data says and let you decide with your eyes open.
Data > Gut
It's not a slogan. It's a bet that a system beats a hunch - not every single time, but consistently, where it counts most.
We Don't Promise Perfect Hires. We Promise Better Odds.
No assessment can guarantee any single hire works out. Anyone who tells you otherwise is either lying or doesn't know better.
What behavioral data does is change your odds - the same way underwriting works for an insurer. You can't predict which driver crashes. Price the risk right across the whole pool, and it pays off every time, at scale.
Hiring is no different. Over a series of hires, a data-backed process consistently outperforms gut instinct alone: better retention, longer tenure, stronger performance. Not every time. Over time - which is the only place it actually matters to your bottom line.
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