Behavioral profileRoleEnergy
Ambiguity
Pace
Autonomy
Detail
People
Stays.Performs.Grows.
Most bad hires passed your culture round.
See behavioral fit before the offer. Every score traces back to a phrase in your JD, so you know how someone will actually work, not just what they know.
513 scans completed. 94% finish rate.
JD
Culture
Team
Korture AI
Behavioral Brief
Candidate Scan
Interview Guide
JD
Culture
Team
Korture AI
Behavioral BriefAI-built for this role
Candidate Scan7 min, no right answers
Interview GuideRanked with evidence
Every shortlist looks identical.
Skills
Experience
Interview
Will they fit?
Candidate A
?
Candidate B
?
Candidate C
?
Candidate D
?
So most teams settle it in a 30-minute culture round. Gut feel. No evidence.
74% of employers admit hiring the wrong person.
CareerBuilder, Harris Poll
The Problem
What the culture round cannot catch consistently.
Behavioral profileRoleEnergy
Ambiguity
Pace
Autonomy
Detail
People
Drains.Disengages.Leaves.
How we catch it consistently
AI maps culture to behavioral fit, grounded in decades of research.
Principle 01
73K+
Job tasks mapped
We know what every role actually demands.
Principle 02
70YRS
Of behavioral science
Fit is about the role and culture.
Principle 03
135K+
Validated profiles
Grounded in real people, not theory.
The stakes
30%
of first-year earnings lost to a misaligned hire.
Source: US Dept of Labor
The validity
2.4×
better at predicting job performance.
Source: Sackett et al., 2022
Consistent behavioral fit, in four steps.
Paste JD
own the roadmap end-to-end
cross-functional alignment
comfortable with ambiguity
AI reading for behavioral signals
Company context
KorturePre-seed2 peopleAI/HR Tech
Same title, different company = different brief
Sharpening questions
This role is mostly...
Deep workCollaborationMix
The pace is...
Ship fastGet it right
These two answers shift the brief more than most JD paragraphs
Your brief appears
Setting your own direction
5/5Navigating without a clear plan
4/5Deciding before all the data is in
5/5Convincing people who don't report to you
4/5Rapid focus shifts
3/5
5 dimensions, tailored to this role
Mapped to this role. Built in 2 minutes.
Your JD
What we cross-reference
What you get
We're looking for a Product Lead who can own the roadmap end-to-end, drive cross-functional alignment across engineering, design, and data, and be comfortable with ambiguity as we scale from seed to Series B.
Reading behavioral signals...
Your JD3 behavioral signals detected
Company contextSeries B, 45 people
Your answers2 sharpening questions
0
occupations studied
0
behavioral profiles
"Strong communicator" means different things at a 5-person startup vs. a 500-person enterprise
The same JD phrase maps to different dimensions depending on company stage and role scope
AI cross-checks your JD against behavioral research, not just keyword matching
1
Deciding before all the data is in
People who get energy from this move fast from research to action, even with gaps
5/5
Bias toward speed means less time validating assumptions
2
Setting your own direction
5/5
5/5
3
Navigating without a clear plan
4/5
4/5
4
Convincing people who don’t report to you
4/5
4/5
5
Rapid focus shifts
3/5
3/5
Every score traces to a phrase in your JD.
Selected for this role
Setting your own direction
Less alignment with team direction
Navigating without a clear plan
Can miss details by moving too fast
Deciding before all the data is in
Bias toward speed means less time validating
Convincing people who don't report to you
Energy spent persuading, not executing
Rapid focus shifts
Less depth on any single task
Not required for this role
Long stretches of solo focus
May miss collaborative opportunities
Navigating competing demands from different people
Decision fatigue from constant prioritization
Finding new ways when the obvious path is blocked
May over-complicate simple problems
Following the system, every time
Slower adaptation when rules change
Working within rules that slow things down
Frustration when exceptions are needed
Carrying other people's growth
Less time for your own technical work
Being 'on' for people outside the company
Social energy drain over time
Staying hands-on while doing everything else
Harder to delegate as scope grows
Thinking long-term while putting out fires
Pulled between strategy and tactics
Walking into disagreements instead of around them
Can create friction even when right
5 of 15 dimensions active
Fit is rare. That's why spotting it matters.
Setting your own directionDeciding before all the data is inBeing 'on' for people outside the companyThinking long-term while putting out firesCarrying other people's growth
0+professionals profiled
Screen 0+ people against this brief. Here's what you'd find:
Strong 24%Good 25%Partial 26%Low 25%
Why this is hard to hire for
"Setting your own direction" and "Being 'on' for people outside the company" rarely coexist. These energy patterns pull in opposite directions.
A 7-minute scan. No right answers.
This is a quick way to understand how you naturally prefer to work.
No trick questions, no right or wrong answers.
~7 min48 questions
STEP 3The Shortlist
The rare ones, ranked.
Top tier first.
hire.korture.com/briefs/product-leader/shortlist
Product Leader
28 candidates assessed, ranked by behavioral fit.
6 Strong6 Good9 Partial7 Low
- 0189
Michael Brown
Finding new ways when blockedBeing 'on' for external people - 0286
Jennifer Parker
Deciding before all data is inBeing 'on' for external people - 0382
Daniel Cooper
Finding new ways when blockedBeing 'on' for external people - 0481
Rachel Adams
Being 'on' for external peopleFinding new ways when blocked
Why Michael Brown fits. Questions ready for the room.
A candidate takes the scan
You see the fit
Ready for your interview
A candidate takes the scanPriya S.
7-minute scan, no right answers
Completing scan...48 questions
Pick A or B. Neither is right or wrong. Measures what gives you energy, not what you know.
Priya S.Strong fit
Setting your own direction
Strong
Navigating without a clear plan
Strong
Deciding before all the data is in
Close
Convincing people who don’t report to you
Close
Rapid focus shifts
Gap
Strongest
Setting your own direction. Priya prefers figuring things out over being told what to do.
Watch out
Rapid focus shifts. This role needs constant context-switching. Priya pulls toward sustained focus. Worth exploring.
Interview question
Tell me about a time you had to juggle multiple urgent priorities in a single day. What did you do first, and what did you let wait?
Four reasons you might hesitate. Answered.
Candidates will hate it
7 minutes. 94% finish.
No prep. No right answers. Candidates get a free career brief back whether or not they get the role.
It won't fit our process
Native to your stack.
Runs before your first call. Augments every round after. Native to Greenhouse, Ashby, Lever, or via API.
What about bias
Every score traces to your JD.
Role-specific. Forced-choice. Validated across 40+ countries and 70 years of behavioral science.
Our pipeline is too small
Know on day one.
Korture tells you if your brief is findable. If only 1 in 20 people match, you know now, not after three months.
None of this replaces your interviews. It gives them evidence.
Your first role is free.
Brief in 2 minutes. Scan in 7 minutes. Results before the first call. No credit card.