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A mid-sized SaaS company sought a Sales Executive and used CollabGenius’s Role-Based Assessment to evaluate three finalists. The assessment recommended Person C for her balanced approach to persuasion and relationship-building, but the company instead hired Person B, drawn to her aggressive negotiation style.
Within months, Person B struggled to close deals, alienating clients and internal teams. Sales targets were missed by up to 40%, and after eight months, she left due to poor fit. The company faced $255K in hiring, training, and lost revenue costs.
This case underscores the risks of relying on intuition over data in hiring. After this costly lesson, the company adopted CollabGenius’s methodology to align hiring decisions with role-based strengths, ensuring better performance and long-term success.
A mid-sized SaaS company specializing in enterprise solutions was seeking a Sales Executive to drive new business and manage key accounts. They enlisted CollabGenius to assess three shortlisted candidates using the Role-Based Assessment to determine the best fit.
Based on the assessment results, Person C was identified as the best fit for the Sales Executive role due to her ability to build relationships, be persuasive yet assertive, and close deals effectively.
Despite the recommendation, the client chose to hire Person B, impressed by her strong negotiation skills and ability to push forward despite obstacles. They believed her Vision Mover style would be more impactful in expanding their market reach.
Within six months, the new hire struggled to meet key sales targets. While she was able to initiate conversations and negotiate, she lacked the relationship-building ability and empathy required to close deals. Clients found her approach too aggressive, and internal team members reported difficulty collaborating with her.
The company realized the importance of balancing persuasion with trust-building in sales. They acknowledged that a strong closer, like Person C, who could gently but firmly bring others along, would have been the better fit. Following this experience, they re-engaged CollabGenius for future hires and integrated Role-Based Assessments into their hiring process.
Hiring decisions based on traditional intuition rather than data-driven insights can lead to costly missteps. This case underscores the value of aligning role-based strengths with job demands to ensure success. Companies that embrace CollabGenius’s science-backed hiring methodology gain a competitive edge in team performance, retention, and revenue growth.
Surface how people behave with others under pressure, ambiguity, and shared goals.
LLMs gain real-world contribution and collaboration signals, not static traits.
Psychometrics show traits. CollabGenius shows contribution.
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Turns individual behavior into reliable, multi-agent collaboration logic.
Each person receives a behavioral decision profile — revealing how they choose to contribute, collaborate, and perform under pressure. It also highlights areas where their behavior may limit teaming, and offers paths to expand their impact.
LLMs gain structured, contextual insight ideal for reasoning, coaching, teaming, and personal growth.
Built from behavior, not traits and designed to evolve with the user.
Built from interaction and choice not self-report or static traits. CollabGenius captures how people contribute and collaborate in real contexts. LLMs gain clean, context-rich human data — ready for ethical use in talent, coaching, or decision-support systems.
No personality labels. No forced choices. Just behavior in motion.
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Most models treat emotion as noise. CollabGenius makes it a signal.
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LLMs gain behavioral resolution that’s impossible from static data or legacy tests.
Insight from motion, not memory.
CollabGenius doesn’t just streamline your process—it transforms how you evaluate talent, build teams, and provide exceptional client value. Ready to revolutionize your placements?
