When evaluating a candidate, how much of your decision is based on their resume/skills versus their natural behavioral wiring - e.g. drive, pace, and risk tolerance?

A. 90% resume/skills; we assume behavior can be "managed."
B. 50/50; we use a gut feeling during the interview to judge "fit."
C. We use data to define the behavioral requirements of the job before looking at resumes.

How often do your managers adjust their leadership style based on the specific behavioral needs of a new hire?

A. Rarely; employees are expected to adapt to their manager's style.
B. Occasionally, but only when a personality conflict arises.
C. Systematically; managers are coached on how to lead based on the hire's natural wiring.

Think of your last "bad hire."  What was the primary reason they did not work out?

A. They lacked the technical skills they claimed to have.
B. They weren't a "culture fit" (e.g., too slow, too aggressive, too disorganized).
C. We haven't had a bad hire recently because we hire for behavioral alignment.

When adding to a team, do you look for people who are "just like the high performers" or people who fill a specific behavioral gap on the team?

A. We try to clone our top person.
B. We look for "good energy."
C. We map the current team's strengths and hire specifically to fill the behavioral "voids."

How confident is your leadership team in an "Offer" decision?

A. Not very; it feels like a coin flip every time.
B. Moderately; but it takes 5+ interviews to feel "safe."
C. Highly; we have a data-driven "Job Pattern" that gives us a clear Green/Yellow/Red light.

Friction Point Scoring:    A = 1 point     B = 2 points   C = 3 points 
6-10 points: Critical Burnout Zone - You are paying a 'Gut-Feeling Tax.' Your hiring process is reactive, leading to high friction and wasted salary.
11-14 points: Moderate Sludge Zone - Your team is successful but exhausted. You have manual processes where you need automated data.
15-18 points: Low Flow Zone - You are well-aligned. Your focus should be on scaling and protecting your culture.

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