Resources
Science-backed insights, case studies, and tools to help leaders reduce churn, boost retention, and align culture with performance.
Cases Studies
DHL Aviation: Lower Turnover, Faster Interviews
DHL explains how Fitme’s ValueFit® cut turnover and hiring time by predicting cultural fit and streamlining interviews.
Bridgestone’s Retention Strategy for Lasting Performance
Bridgestone shares how they have managed to build an effective recruitment strategy.
Prime Inc. - Beyond Hiring: Retain the Trainee
Post-hire ValueFit matching cut trainee churn by 20%, saving over $7M yearly. Adding light pre-hire screening could boost retention another 10% and cut safety incidents by 17%.
DHL Aviation: Lower Turnover, Faster Interviews
DHL explains how Fitme’s ValueFit® cut turnover and hiring time by predicting cultural fit and streamlining interviews.
Tenea stands out in the executive assessment segment
Tabitha Kortman, co-founder of Tenea, uses fitme.jobs for executive assessments for leaders in the higher ranks of organizations
Accent Jobs's mission: attract and retain talents
Stijn Vandervorst (CEO) and Lindsay Demuynck (CPO) of Accent Jobs explain why they have decided to chose fitme.jobs: retention
The DNA of a City, Captured Through Culture
Mortsel’s government applies Fitme.jobs to identify, measure, and strengthen its unique cultural identity
Partner With Us
At fitme, we team up with forward-thinking partners – from search and staffing agencies to assessment firms and change consultants – who believe in science-backed, evidence-based platforms. Our technology proves ROI on your client’s own data and can be applied across the entire employee lifecycle. This unique breadth creates new opportunities to add value and grow impact with your clients.
About Us
A team of entrepreneurs, psychologists, data scientists, and consultants united by one goal:
helping organizations thrive by aligning people and culture.
Your Questions, Decisively Answered
A: Fitme’s ValueFit® measures the fit between individuals, teams, and your culture using validated psychometrics. It predicts KPIs like retention, performance, absenteeism, safety, and Net Promotor Score, with dashboards to track ROI, plus qualitative insights and interview tools to complement competence assessments.
A: Unlike traditional tools that look at the individual in isolation, Fitme compares the person in context—against the role, team, and even direct peers or managers. Instead of personality constructs, it uses values, which are proven to be far more predictive of outcomes such as retention and absenteeism, not just performance.
A: Most organizations see early wins in a 30–90 day pilot: fewer mis-hires, lower early attrition, higher hiring yield, and faster ramp-up. Fitme tracks results against your baseline with dashboards, so you see measurable impact—not anecdotes.
A: Yes. Fitme is privacy-first and follows GDPR-aligned practices: data minimization, encryption, and clear retention controls. Models exclude protected attributes, include bias checks and explainability, and keep the experience short, respectful, and candidate-friendly.
A: It’s lightweight: define roles/teams, invite candidates or employees (7–15 minutes to complete), and review dashboards. You can start with CSV and scale to API/ATS/HRIS integrations, enabling use cases from hiring to internal mobility and team composition.
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