Agree the role first
The hiring team writes down what the role must deliver before anyone interviews.
What changes when you run hiring as a process
The figures below come from companies applying the Cipher methodology. Here is what changed, how they got there and what their leaders say.
“Last year was our biggest hiring year yet and we blew away our goals on both quality and volume! If you want to get serious about hiring, then you need your team trained by HireBest.”
Reported customer outcomes
These figures are HireBest’s internal customer outcome data, not independent research. Results vary by company.
25.3%lower attrition at PE-backed companies using the methodology
4.8×reported return on investment within nine months
90%+reported hiring success rate
Onewritten standard from role definition to debrief
Source: HireBest customer outcome analysis. Definitions, period and sample must be confirmed internally before publication.
How they got there
The method is simple. The hard part is running it the same way for every interviewer on every role. HireBest makes that consistency practical.
Gather evidence
Every interviewer asks for evidence against the same outcomes and deliverables.
Decide on the evidence
Each interviewer rates independently with a written reason, then the team decides in a debrief.
In their words
Five people describe the difference the methodology made to the way they hire, teach and lead.
“Ciphers have not only given us focus on the job deliverables from an internal perspective while writing them, they also provide focus and clarity to the interview team on what’s ‘really’ important.”
“After 20 plus years of interviewing, I thought I knew all the tricks. HireBest fundamentally changed the way I interview. It simplified my approach but also made it so much better. I get great data now and we make better hiring decisions as a result.”
“HireBest is a game changer. I’ve never attended an interview training class quite like this and heartily recommend it for anyone who needs to make a critical hiring decision.”
“I thought I was good in recruiting, but came out of this course with a better system for evaluating prospective employees. Very useful and fun!”
For companies where time matters
Every company pays for a wrong hire. Some feel it sooner. A private-equity-backed company hires against a thesis and a hold period, with little room to spend nine months discovering that a key hire was wrong. That makes the cost of an inconsistent process visible early, which is why private equity is one of HireBest’s specialties.
Frequently asked questions
What results do companies see from the Cipher methodology?
Companies applying the methodology, predominantly private-equity backed, report lower attrition, a return on investment within nine months and a hiring success rate above 90%. The figures shown above come from HireBest customer outcome analysis and need internal substantiation before publication.
Why are the results strongest at private-equity-backed companies?
Portfolio companies hire against a hold period, so a mis-hire is felt immediately rather than absorbed. That makes both the cost of an unstructured process and the benefit of fixing it unusually visible.
Who uses HireBest?
Hiring managers and interview teams at companies where a single hire matters enough to justify running a real process, including PE operating companies and leaders who came to the methodology through the Foundations training or the book.
Talk to us about your own numbers
We will walk through where your hiring process is losing evidence and what the methodology would change.