The culture fit science
your hiring is missing.

The behavioral hiring engine that works with your current hiring flow. Free for your first role.

Try it on a role

Built on 70+ years of behavioral science.

Korture engine·Now drafting
Role brief
Growth Marketing Manager
P&L ownership · Business planning · Cross-team execution
Thinking workPeople workSystem work
Q1·Thinking long-term while putting out fires

Tell me about a time in the last 12 months, at work or anywhere else, when you had to keep a long-term project moving forward while dealing with daily emergencies that kept pulling you away.

Role brief
Founding Product Leader
Pre-seed · Behavioral data into product magic · No blueprint
Thinking workPeople workSystem work
Q1·Setting your own direction

Tell me about a time in the last 2-3 years, in your current role or anywhere else in your life, where you had to define the entire vision and direction for a project without any blueprint to follow.

Role brief
Account Executive, AI Sales
Stripe · Enterprise AI deals · Founder hand-offs
Thinking workPeople workSystem work
Q1·Navigating without a clear plan

Tell me about a time in the last 2-3 years, in your current role or anywhere else in your life, when the plan kept changing and you had to navigate without clear direction.

Role brief
Talent Acquisition Lead
Peoplebox · Founding HR seat · Closing senior roles
Thinking workPeople workSystem work
Q1·Navigating without a clear plan

Tell me about a time in the last 2-3 years, in your current role or anywhere else in your life, when you had to build something significant without a clear plan or blueprint.

Role brief
Research Manager, Interpretability
Anthropic · AI safety research · Exploratory + milestone-driven
Thinking workPeople workSystem work
Q1·Navigating without a clear plan

Tell me about a time in the last 2-3 years, at work or somewhere else in your life, when the plan kept shifting under you and you had to figure out how to move forward without clear direction.

Role brief
Creative Lead
WinnerBrands · Brand vision at scale · Systematizing production
Thinking workPeople workSystem work
Q1·Carrying other people's growth

Tell me about a time in the last 2-3 years, in your current role or anywhere else in your life, where you had to carry the weight of someone else's growth or performance alongside your own work.

What's inside the brief
01

Role shape.

Behavioral demands

15 behavioral demands, from analytical to people. Shows what this role pulls hardest on, and what it doesn't.

Growth Marketing Manager
Compared to typicalAdvertising and Promotions Managers (11-2011.00)

Closest match in the US Bureau of Labor Statistics, based on the role title and job description.

Thinking work
People work
System work
This roleTypical baseline

Real role from a Korture brief. 5 primary demands, 10 considered.

02

Interview playbook.

Calibrated to the role

A tailored interview playbook, built from the behavioral signals that actually predict success in this work. Not generic AI prompts. Not stock interview banks.

Question 01 · Thinking long-term while putting out fires · Critical demand
“

Tell me about a time in the last 12 months, at work or anywhere else, when you had to keep a long-term project moving forward while dealing with daily emergencies that kept pulling you away.

  • Follow-up probes
  • →What was the long-term goal and what were the daily fires?
  • →How did you actually manage your time between the two?
  • →Looking back, what did you learn about how you handle that kind of constant mode-switching?
Question 02 · Deciding before all the data is in · Critical demand
“

Walk me through a moment in the last 12 months, in your current role or outside of it, where you had to make a call on something important but you didn't have all the data or research you wanted.

  • Follow-up probes
  • →What data were you missing and why couldn't you wait for it?
  • →Walk me through the exact moment you decided to just move forward.
  • →How did you feel about making the call with gaps in your information?
Question 03 · Convincing people who don't report to you · High demand
“

Describe a specific time in the last 12 months, at work or in a community group, when you needed to get people to do something for a project, but you had no actual authority over them.

  • Follow-up probes
  • →Who did you need to convince and why were they hesitant?
  • →What was your exact approach to getting them on board?
  • →What did you find most draining about having to persuade them?
01 / 05 questions

Three real questions from a Korture playbook for a Growth Marketing Manager role. Each ships with a scoring rubric and behavioral cues, not shown here.

03

Candidate scan.

7-minute scan, signal not script

Send a link. See the behavioral fit. Walk into the interview with a question written for that candidate's biggest gap.

Working withRiley Carter
15Partial fit
Partial fit overall. Strong on cross-team influence. Biggest watch-out: long stretches of solo focus. Korture wrote this gap probe specifically for Riley on this role.
“
Ask Riley this

Describe a complex analytical problem you had to solve to optimize a marketing funnel or improve lead quality. How did you approach the problem, and what specific steps did you take to maintain your concentration and depth of analysis over an extended period?

Why this matters

Even with all the stakeholder meetings, this role requires deep analytical work. The hire has to sit alone with funnel data, build cohort models, and untangle messy attribution. If long stretches of solo screen time drain them, they will struggle to do the actual work.

What to listen for

Lights up when talking about getting into the zone. Mentions specific ways they protect their time. Yellow flag: rushes through solo work to get back to talking to people, or sounds drained by the idea of analyzing data alone.

Real gap probe generated by Korture. Specific to this candidate, on this role.

How it fits

Korture connects to your stack and your hiring flow.

Greenhouse, Lever, Ashby, or any ATS with an API. We add the behavioral layer, we don't replace your stack.

Your ATS
Greenhouse · Lever · Ashby
Your AI
via MCP
Your flow
your team's rituals
Anything else
via API
Why this matters

Two layers. Both backed by science.

2.2×

Structured interviews pick the right person better than gut feel.

Structured behavioral interview
Unstructured culture round

Operational validity for predicting job performance, structured vs unstructured interview. Sackett, Zhang, Berry, Lievens (2022). Journal of Applied Psychology.

On top of the playbook, Korture also tells you whether this candidate fits this role. We match each candidate's work style against the role's actual demands, using the same science backbone we used to write the brief. The fit lift: better performance, longer tenure.Nye, Su, Rounds, Drasgow (2012). Perspectives on Psychological Science.

Most teams settle for one method, or neither. Korture writes the structured interview, and measures the behavioral fit, on every role you open.

01 / 05

You shouldn't need a science degree to hire this way.

Until now, doing this meant hiring an I-O psychologist or buying a black-box tool that hands back a score with no explanation. Korture is the translation layer between 70+ years of behavioral science and your hiring stack. Every brief tells you why it asks what it asks. Every fit score tells you what it measures. Your team can read it. Your AI agents can use it.

02 / 05

Resumes converge. People don't.

AI smoothed every CV into the same shape. Work style is the only signal left that separates one strong candidate from another.

03 / 05

The culture round is still guesswork.

Most teams settle culture fit in a thirty-minute conversation. Gut feel, no evidence. That decision is too big to be that small.

04 / 05

AI alone guesses. Human experts don't scale.

Korture brings 70+ years of behavioral science to every role, the same way every time. Plugs into the hiring stack you already use.

05 / 05

Hiring is your team's biggest leverage point this quarter.

Pay, ramp, company culture, momentum, all downstream of who you pick. Get this one right and the rest gets easier.

How it works

From job description to behavioral fit, in four steps.

One brief per role. Plug it into the hiring tools you already run.

Step 01

Paste a JD.

Or describe the role from scratch. Korture maps both into behavioral demands.

Step 02

Get the brief.

Role shape and the five behavioral demands that decide this hire. Thirty seconds.

Step 03

Send the scan link.

Candidates take seven minutes. Forced-choice. No right answers, no test anxiety.

Step 04

Read the fit.

Per-demand scores. A gap probe written for the biggest watch-out on this candidate.

Common questions

Five things you're probably wondering.

Why can't a frontier AI just do this?

Generic AI writes plausible interview questions from the words in your JD. Korture does two things AI cannot.

One, on the questions themselves. Korture maps your JD against 1,016 real occupations and 73,000+ work-activity scores from the US Department of Labor, then writes questions calibrated to the role's actual demand pattern, with BARS-anchored rubrics (a real I-O psychology method, not a prompting trick).

Two, on the candidate. AI can write a question. AI cannot tell you whether the person across from you actually fits the work. Korture's 7-minute scan is a validated measurement instrument with a 145,000+ profile baseline. We measure the candidate against the same scientific backbone we used for the role, and match the two.

AI guesses. Korture measures. The playbook is how you start using us. The fit measurement is why you stay.

Why not hire a human expert?

Human experts can't write a fresh culture fit brief for every role you open this year. They cost too much, take too long, and disagree with each other. Korture writes the brief in minutes, with the same scientific backbone every time.

Candidates won't take a test.

It's a 7-minute scan with no right answers. Forced-choice questions about how they like to work, not how smart they are. Most candidates finish it in one sitting. They get clarity on the role too.

The JD already says what we want.

The JD has the skills. The role has the reality. Korture turns one into the other, surfacing the work-style demands that the JD never names but the job punishes you for missing.

Will this slow down my hiring?

It speeds you up, not down. Today most teams improvise a culture round per role: generic questions, no rubric, no real evidence. Korture writes the brief in seconds, the calibrated playbook in a few minutes, and the candidate scan takes 7 minutes per person. From JD to ranked candidate is roughly 15 minutes plus candidate response time. Faster than your current culture round, with evidence instead of gut feel.

One behavioral brief per role.
Free to start.

Try it on a role

Plugs into Greenhouse, Lever, Ashby, or any ATS with an API. Built on 70+ years of behavioral science.