Why fitme
Because skills aren’t enough—fit is what lasts.
Why Companies Keep Losing Talent
Retention and absenteeism are two of the biggest hidden costs in organizations today. Despite advanced recruitment tools, many companies still see valuable employees leave too soon.
The reason? Most models only measure individual skills or personality traits. They don’t capture how someone fits within the culture, values, and day-to-day reality of the company. Without this lens, organizations hire talent that performs well on paper but fails to stay engaged in the long run.
Why performance is not retention
Traditional assessments can help predict whether someone can do the job. But performance alone doesn’t guarantee loyalty or wellbeing.
Even top performers will leave if they don’t feel aligned with the team, leadership, or company culture. This is why focusing only on the individual gives an incomplete and often misleading picture.
Retention, engagement, and wellbeing are determined by something deeper: the mutual fit between person and organization. That fit has been the missing link in talent management. Until now.
Making organizational fit measurable
At fitme, we bring science to what was once invisible. We model organizational DNA values, culture, and ways of working and connect this with individual profiles.
This approach allows us to predict not only who will perform, but who will thrive and stay. By making organizational fit measurable, we give companies a powerful lever to reduce churn, cut absenteeism, and foster sustainable growth.
Our vision is simple but profound: the future of talent management is not about hiring the best people, but about creating the best matches — where employees feel at home, and organizations unlock their true potential.
Your Questions, Decisively Answered
What makes Fitme different from personality tests—and why it impacts retention fast.
A: Fitme’s ValueFit® models the alignment between a person, the specific team, and your culture—using psychometrics plus machine learning. It outputs predictive scores (fit, retention risk, team synergy) and clear recommendations, turning culture into a measurable KPI.
A: Traditional tools evaluate individuals in isolation. Fitme models context—person + team + culture—so you get actionable decisions for hiring, internal mobility, onboarding, and team design, validated against real outcomes like retention and engagement.
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 (5–10 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.
We Love Talking To People-First Leaders.
If you’re exploring ways to hire better, cut churn, or align teams, reach out and we’ll schedule a short discovery call. We’ll show how Fitme’s science-backed ValueFit® predicts who will thrive, stay, and lift performance—turning culture into a measurable KPI.
Whether you’re scaling frontline hiring, strengthening leadership teams, or integrating post-merger cultures, we’ll tailor a 30–90 day pilot to prove impact quickly with minimal lift from your side.
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