Professional hiring assessments + personal guidance + scalable workforce solutions
Assessments & hiring expertise

Tired of costly hiring mistakes?Need more of the right talent?Interviewed well—but didn’t perform?

Most hiring goes wrong when the process is rushed and the information is thin. Sharp Hiring gives you both a better process and a clearer picture of job fit, so you can hire with confidence.

Build Your Free
Job Fit Pattern → Talk With a
Hiring Advisor → Request a
Sample Report →
How Sharp Hiring works

Better information. A stronger process. More confident hiring.

Sharp Hiring doesn’t replace your hiring process—it helps you improve it. Job-fit assessments and expert guidance connect what the role requires with what each candidate brings.

  1. Define success before you hire.

    Building a job-fit pattern clarifies the role, strengthens your job description, and helps you attract better-fit applicants.

  2. Look beyond a polished résumé.

    Assess candidates against job requirements, adding relevant evidence beyond first impressions.

  3. Fewer interviews—greater depth.

    Quickly and confidently identify high potential candidates. Custom interview questions focus on candidate’s fit, strengths, and potential challenges.

  4. Create a more honest conversation.

    Help both sides explore whether the job is right—not simply sell themselves to each other.

  5. Decide with greater confidence.

    Bring assessments, interviews, experience, and references together for a better-informed decision.

Simple to understand. Easy to implement. Built to strengthen the way you already hire.

Client results

Proof it works: Fox Pest Control

A real client case study from Sharp Hiring’s work with Fox Pest Control during rapid growth.

Fox Pest Control

Fox Pest Control partnered with Sharp Hiring during rapid growth. Comparing the 2022 sales year to 2021:

“John and his dedicated team were instrumental in acquiring the talent necessary to maintain our tremendous growth and meet our strategic objectives. SharpHiring is a differentiator!”
Jamie Holyoak, President, Fox Pest Control
57%lower overall turnover
50%faster time to fill and time to hire
200–300%more qualified applicants
<10% → 90%+leadership openings filled internally

Reducing employee turnover resulted in a significant reduction in customer turnover, increasing revenue and driving growth

Source: Sharp Hiring case study: Fox Pest Control, 2022 sales year vs. 2021, sharphiring.com

Results depend on the role, market, hiring volume, process discipline, and how consistently the tools are used. One company’s results are not a guarantee or prediction of similar outcomes for any other business.

Solutions for your hiring needs

Support for Today’s Hiring Challenges

Smiling service technician standing with arms crossed
Small & mid-sized businesses

Make Every Hire Count.

When you can’t afford a hiring mistake: job fit assessments and high-touch advisory support for the positions that matter most.

  • A job fit pattern built for the role
  • Prevue assessments administered for you
  • Personalized report interpretation
  • Candidate-specific interview questions
  • Help making the final hiring decision
Start With a Free Survey →
Caregiver in scrubs holding hands with an elderly woman
High-volume employers

Hire Smarter at Scale

A consistent, job-related hiring process for ongoing or high-volume hiring. From home healthcare and care facilities to pest control technicians to manufacturing. If you have high turnover, we have a solution.

  • Annual subscription with unlimited assessments
  • Prevue, plus Selective Hiring options where they fit the role
  • Patterns for caregivers, aides, nurses and overnight staff
  • Repeatable workflows for high-turnover positions
Discuss a Program →
Three ways to get started

Choose the next step that works for you.

Explore your hiring needs at your own pace. No pressure, just practical tools and experienced support.

Coming soonSelf-serve pattern building and an instant custom job match report are coming soon, pending our Prevue integration. Today, an advisor completes your pattern with you.
1 · Your details 2 · Build your pattern 3 · Your job match report

Request your free Job Fit Survey

Define what success looks like. Start with a position-specific Job Fit Survey that builds a job fit pattern for the role.

Your details go securely to Sharp Hiring so an advisor can follow up. A complimentary individual Prevue assessment may be offered after a consultation, when appropriate.

The Sharp Hiring difference

More than a score. A better way to decide.

What is job fit?

Job fit means matching the person to what the job actually demands.

Every role has a pattern: the abilities, motivations, and work style shared by the people who succeed in it. A job fit pattern (Prevue calls it a job benchmark) captures that pattern as target ranges. Instead of comparing candidates only to each other or to a gut feeling, you compare each one to what the role needs.

The result is a clear, consistent picture of where a candidate naturally fits the job, where they differ, and what to explore before you make an offer.

What Prevue measures

AbilitiesLearning and reasoning with words, numbers, and shapes
MotivationsInterest in working with people, data, or things
Personality13 traits that shape how someone works and interacts

Based on Prevue public materials: Prevue HR, The Assessment Suite, www.prevuehr.com; Prevue HR, Understanding Job Benchmarking, www.prevuehr.com; Prevue HR, Understanding the Distribution of Scores for the Prevue Benchmark, www.prevuehr.com

See how Sharp Hiring works

In about a minute, this video walks through how we define what a role requires, build a job-fit pattern, and help you compare candidates to that pattern—not just how they interview.

What a report looks like

See a job fit pattern and a candidate, side by side

These snippets come from a sample Prevue Job Fit report for a Customer Service Representative role. The green shaded ranges are the role’s pattern (Prevue benchmark). The circled numbers are the sample candidate’s scores.

Sample report: Prevue results graph showing green benchmark ranges and circled candidate scores across Abilities, Motivation/Interests and Personality scales 123
Sample report: Prevue Results Graph. One page shows how the candidate compares with the role on abilities, motivations and 13 personality traits.
  • 1
    Scales. Abilities (words, numbers, shapes), motivations (people, data, things) and personality traits.
  • 2
    The job fit pattern. Green shaded ranges show the preferred 1–10 scores for this position.
  • 3
    Where the candidate differs. A circled score outside the green range is “off benchmark”, like Spontaneous vs. Conscientious here. Those are the areas to explore in the interview.
Sample report: Benchmark Suitability Score of 79 percent
Match summary. The Benchmark Suitability Score sums up overall fit to the pattern. Prevue recommends it make up no more than one-third of the decision.
Sample report: Scores off the Benchmark with suggested interview questions
Interview guide. For every score off the pattern, the report suggests targeted interview questions.
Sample report: Working With Words scale detail with plain-language description
Plain-language detail. Each scale is explained in everyday terms, and your Hiring Advisor walks you through what it means for the role.
Request the full sample report →

Sample report © Prevue HR Systems Inc. Sample candidate and company; identifying names blurred. Shown for illustration only.

Why employers choose Sharp Hiring

Technology-informed. People-centered.

Job-related focusStart with what success requires in the role.
Human expertiseInterpretation and practical hiring guidance.
Flexible scaleFrom a single critical hire to ongoing hiring programs.
Research spotlight: why it happens

It’s rarely on purpose. It’s usually the process.

Good managers make disappointing hires because they’re deciding with thin information, under time pressure, and on gut feel.

74%

of employers say they’ve hired the wrong person for a position.

$14,900

average cost employers reported losing on each bad hire in the prior year.

37%

said a bad hire cost them productivity, the most-cited business impact.

The impact

Turnover is expensive. Job fit changes the numbers.

Turnover hits some industries much harder than others, and care settings hardest of all. Employers who hire for job fit report real improvements.

What happens when employers hire for job fit

Results reported in Prevue’s published case studies.

Lower turnoverLong-term care home (WV). Aligned hires stayed about 9 months longer on average.
Lower turnover in 2 yearsMet-Cap specialty retail, sales associates
Lower turnoverLogistics company, drivers (first 6 months)
Faster time-to-hireApplicantPro (isolved Talent Acquisition)

Sources: Prevue HR case study: Care Home Facility (West Virginia), www.prevuehr.com; Prevue HR case study: Met-Cap Management, www.prevuehr.com; Prevue HR case study: Confidential Logistics Company (PDF), www.prevuehr.com; Prevue HR case study: ApplicantPro (isolved Talent Acquisition), www.prevuehr.com

Met-Cap Management: retail sales associate turnover

2023108%202564%

Logistics company: driver turnover, first 6 months

Before40%After22%

ApplicantPro: average time-to-hire

Before50 daysAfter15 days

Sources: Prevue HR case study: Met-Cap Management, www.prevuehr.com; Prevue HR case study: Confidential Logistics Company (PDF), www.prevuehr.com; Prevue HR case study: ApplicantPro (isolved Talent Acquisition), www.prevuehr.com

Case study results are specific to those employers and time periods. Some employers also ran other retention initiatives. These results don’t guarantee similar outcomes.

Sharp Hiring

What is turnover costing you?

Market averages by industry and location, with adjustable drivers. Planning estimates only.

Select your industry, enter your zip code and employee headcount. It's ok to estimate, this is a rough estimate.

Sourced benchmark Sourced turnover

Industry list from O*NET OnLine browse-by-industry, expanded with care and SMB NAICS detail. See onetonline.org/find/industry — pay and turnover reset when industry or ZIP changes.

Market: —

Your team

100 employees

Employees in the roles you want to estimate. Size enters via headcount only.

$0

BLS QCEW 2024 private ownership average annual pay per job (includes part-time; not a full-time salary). Resets from embedded benchmarks when industry or ZIP changes.

0%

Share of headcount that leaves and is replaced in a year. From JOLTS industry rate × state factor; resets when industry or ZIP changes.

Assumptions

Illustrative

Demonstration values, not industry standards. The two do not overlap.

10%

% of annual pay per hire: ads, screening, interviews, paperwork, training.

20%

% of annual pay per hire: open-seat coverage and time to full productivity.

Estimated annual turnover cost
$0
Cost split
Hiring 0%Vacancy & ramp-up 0%
Hiring costs
$0
Recruiting & onboarding, per year
Vacancy & ramp-up
$0
Other turnover costs, per year
Cost per hire
$0
Per replacement
$0
Hiring + vacancy & ramp-up
Methodology

Cost per hire: Average annual pay × recruiting & onboarding % ÷ 100. Vacancy cost: pay × vacancy & ramp-up % ÷ 100. Defaults 10% and 20% are illustrative demonstration values, not industry standards; the two do not overlap.

Annual impact: Headcount × turnover % ÷ 100 × (cost per hire + vacancy per hire). Assumes stable headcount and every departure replaced.

Industry taxonomy: O*NET OnLine browse-by-industry, expanded with care and SMB NAICS detail.

Pay: BLS QCEW 2024 annual averages, private ownership (own_code 5). Fallback order: metro industry → state industry → national industry → broader NAICS parent. Metro pay embeds industry×MSA cells across curated MSAs. Suppressed QCEW cells (stored as 0 / omitted) fall through the chain. Benchmarks embedded as of 2026-11-05 — not a live API.

Turnover: JOLTS Table 20 2025 annual-average monthly total separations × 12 × (state all-industry monthly ÷ U.S. 3.3%). Healthcare subsectors use Health care and social assistance. Separations count events, not unique people.

ZIP → market: Embedded GeoNames U.S. postal codes (ZIP3→state) plus ZIP3→MSA from Census 2023 CBSA county delineation. Rural / split ZIP3s stay statewide. Data embedded as of download — not fetched at runtime.

onetonline.orgO*NET OnLine — Browse by Industry data.bls.govBLS QCEW 2024 annual industry CSV API bls.govJOLTS Table 20 bls.govJOLTS state separations rates census.govCensus 2023 CBSA delineation geonames.orgGeoNames U.S. postal codes
Planning estimates only; not cash savings, guarantees, or claims about any assessment. Edits are not saved.
Hiring support packages

Start small. Scale as you grow.

Support comes with every assessment. You’re never buying a test on its own. Every package includes the guidance that turns results into a better hiring decision. Packages are prepaid and flexible.

Single hire

For one important opening.

  • Job fit pattern for the role
  • Full advisor interpretation
  • Targeted interview questions
  • Decision support call
Most popular

Team pack

For several hires or a growing team.

  • Everything in Single hire
  • Multiple candidates and roles
  • Volume savings
  • Ongoing advisor access

Annual commitment

For organizations hiring all year.

  • Best volume pricing
  • Option to pay quarterly
  • Credits that carry forward
  • Self-administration plus advisor backup
Consultative support
Job fit pattern
Results interpretation
Interview questions
Hiring decision help
Ask about package pricing

What could a better hiring process change for your team?

Start with a free Job Fit Survey, review a sample report, or talk with someone who understands hiring.

Free Job Fit SurveyTalk With an Advisor

Questions employers ask

Is the Job Fit survey really free?

Yes. The survey builds a job fit pattern for one position at no cost. If you’d like to assess candidates against it, a Hiring Advisor will talk with you first about who should take the assessment.

Do you work with companies outside our state?

Yes. Sharp Hiring works with employers nationwide. Assessments are taken online and advising happens by phone or video.

How do annual commitments and credits work?

Annual commitments can be paid quarterly, with a quarter of your annual credits added to your account each quarter. Unused credits carry forward and stay valid for 2 years from the date they’re added to your account.

Can we administer assessments ourselves?

Yes. Many larger clients run their own assessments and use their advisor for pattern building, tough calls, and training. Smaller clients usually prefer full support.

What result should we really expect with Sharp Hiring?

Clients using Sharp Hiring frequently experience 30% to 50% reductions in turnover within 12 to 15 months. Some even higher. The better you follow the process, the faster you get the results.

I’ve tried assessments. What makes Sharp Hiring different?

Not all assessments are created equal, and many are not used to their full potential. Sharp Hiring not only provides world class assessments, but we teach you how to get the most from them, and guide you through small but essential improvements in your selection process to get your desired results. Better information + better process = better hiring decisions.

Let’s talk hiring

Better hiring starts with a conversation.

Questions about your hiring process, support packages, or a high-volume program? We’re here to help.

Contact a Hiring AdvisorRequest Sample Reports

(208) 274-3890 · john@sharphiring.com