See what it really takes to win in this role. Before you hire for it.
Korture reads the job you already wrote and reveals the few kinds of work that have to truly energize someone, and whether one person can carry it all.
Hover any point on the graph to read its demand.Open the list to read all nine demands.
All nine demands, 3 make or break
- Hands-on, practical workMinimal
- Building and running systemsLow
- Digging into hard problemsLow
- Creating original workMinimal
- Making ideas landModerate
- Developing peopleModerate
- Winning people overMake or break
- Keeping things alignedMake or break
- Keeping things accurateMake or break
Three real roles, three different shapes. Switch between them and watch the make-or-break demands change.
Good people fail roles that were impossible to begin with.
When a role quietly demands opposite strengths in one person, even strong hires struggle and the search drags. Korture catches it before you post, so you reshape the role instead of blaming the market.
Most mis-hires are decided before the first interview.
How Korture maps your role
From the job post you already wrote to the two or three demands that decide the hire.
Senior Account Manager
Own and grow a portfolio of enterprise accounts, renewing and expanding a multi-million dollar book. You are the partner clients call first. Day to day you keep clients and internal teams pulling together, run quarterly business reviews, surface expansion plays, and keep the forecast and pipeline clean and current. The best people here win renewals by getting clients to say yes again and again.
Reading the role
Mapping the work to nine behavioural demands
Korture reads the role you already wrote, no new forms to fill out.
Must-have demands decide the hire; weak here means struggling past 90 days.
Nice-to-have demands help, but the right person can grow into them.
It's a stretch? You have moves.
Two roles, each easy to hire for.
A second person, a tool, or a teammate carries the hardest part.
Ease one demand and the role becomes findable.
Three real roles, three different shapes
The same nine demands look almost nothing alike from one role to the next. The trap isn't a weak candidate, it's reusing a template: cloning your last star, or expecting your own way of working. There's more than one way to be great at a role.
Leans hardest on winning people over, then on keeping things aligned and keeping things accurate. This role lives on relationships.
Leans on building and running systems, developing people, and winning people over, all held together by coordination. A manager’s job, run through systems and people.
Leans on building and running systems and digging into hard problems, with driving and keeping things aligned close behind. Depth and rigor over polish.
Why the shape matters
70 years of workplace science show roles run on a handful of behavioral demands, and a few of them decide whether the outcome gets hit.
Map your roleHire for what the role actually needs.
See the few demands that decide the role before you screen anyone.
Map your roleFirst role free, then $4 per scan. Built on 70+ years of behavioral science. Plugs into your ATS so nothing changes about how you already work.