Less instinct. More insight.

Put an end to HR guesswork

Clarity

Provides data-driven insights that lead to clear decisions

Cost-saving

Limits costs related to poor hires, lost productivity, and turnover

Retention

Increases retention rate due to right person-to-position fit

Productivity

Significantly increases productivity now and in the future

Groom talent

Generates a talent pipeline based on objective and quantitative data

Development

Aligns competency development with business goals

Our platform’s key advantages

85% predictive validity. Best-in-class benchmarks. Our behavioral assessment platform enables you and your management team to exploit powerful people data at every employee stage and touchpoint.

Hire right with relevant data

Save time, money, and the agony of high turnover

Leverage the most precise, accurate and predictive behavioral data from day one.

Learn more

Data-driven talent development

Drive organizational development

Demystify employee strengths and blind spots to support your company’s growth.

Learn more

40 years of research to decode what drives success and performance at work

What our customers are saying

SuccessFinder gives key insights into the natural behavior of people and helps them see the kind of work they will thrive in.

Gaetan Thomas

Formerly CEO

New-Brunswick Power

We reviewed some 40 tools that are in the marketplace and what really distinguished SuccessFinder from the competition is the definition around the traits is very specific.

Pelly Shafto

VP HR & Organizational Development

Morrison Hershfield

I believe SuccessFinder has materially impacted our business. I’m a big fan.

Gaetan Thomas

Formerly CEO

New-Brunswick Power

Our platform delivers only the most relevant data. Our newsletter does too.

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    Drive revenue growth by predicting future top performers at iA

    Objectives

    Recruit and retain top talents to sustain strong revenue growth.

    1. Reduce turnover rate
    2. Sustain strong revenue growth

    Solutions

    1. Craft a personalized performance profile using the behavioral traits shared exclusively by high performers within the iA team

    2. Compare candidate profiles using the personalized performance profile to determine which ones have the potential to become high performers

    3. Use this analysis to convince top candidates to join the team because they have what it takes to succeed

    Results

    84 more life insurance sales

    60 more saving and investments sales

    I want the same results Download the Full PDF

    “The profiles that SuccessFinder has developed describe exactly what I’ve been trying to pinpoint for the last 20 years; what kind of sales representatives should we hire? When I look at the profile and traits, it’s complete and relevant… and on top of that, SuccessFinder allows us to compare candidates with the profile we benchmarked.”

    Johnny Roy
    Vice President of Sales
    Industrial Alliance

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    Hiring bias is now a thing of the past at NB Power thanks to data-driven recruitment

    Objectives

    Establish more systematic processes for recruitment and succession management in order to quickly fill senior-level roles that had become vacant due to retirement as well as key positions with the unique requirements of a high-security nuclear facility.

    1. Quickly hire for key open positions, especially at the senior level
    2. Reduce bias in hiring decisions to decrease employee turnover
    3. Predict hiring success for specific roles

    Solutions

    1. For internal job postings, measure candidates who meet the minimum requirements against behavioral traits specific to the job in order to predict role fit

     

    2. For external hires, assess shortlisted candidates using the SuccessFinder behavioral test in order to predict performance and retention

     

    3. Use behavioral insights to support personal and team development, workforce planning, conflict resolution, as well as employee wellness and accommodation

    Results

    87 reduction in turnover for specific job categories

    I want the same results Download the Full PDF

    “We’ve used SuccessFinder for over a decade to make talent decisions. I can’t imagine running my organization without it. It gives key insights into the natural behavior of people and helps them see the kind of work they will thrive in. I believe it has materially impacted our business. I’m a big fan.”

    Gaetan Thomas
    CEO
    NB Power

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    How SuccessFinder helped Rexall reduce their turnover rate by half

    Objectives

    Provide best talent management practices and counsel to its 450 pharmacy stores across Canada, especially in regard to manager positions.

    1. Hire more top performers in key positions
    2. Minimize exit rate and outplacement

    Solutions

    1. Introduce HR team and hiring managers to SucessFinder’s intuitive behavioral assessment platform

    2. Enhance recruitment decisions with scientific behavioral data to ensure best fit

    3.  Use the behavioral data to onboard new hires, assess talent composition, and develop leadership pipelines

    Results

    50 reduction in turnover

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    “SuccessFinder has really caught on. People won’t make hiring decisions without the assessment in their hands. The information is relevant, accurate, and meaningful: people are blown away by the amount of information they get back and how right it is.”

    Frank Monteleone, CHRE
    Senior Vice President, Human Resources, B2C Businesses
    McKesson Canada

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    Predicting top sales representative success at Beneva

    Objectives

    Streamline hiring processes to reduce time to hire, cost, and employee turnover, particularly for the sales advisor positions, which generate as many as 40,000 applications every year.

    1. Improve hiring process
    2. Hire more top performers
    3. Improve retention rate

    Solutions

    1. Collect a large behavioral data set from high, mid, and low performers

    2. Use the resulting profile to customize a high-performer benchmark for the sales advisor role

    3. Evaluate new hires after 12 months to ensure the benchmark recommendations are accurate

    Results

    93 of recommended hires met or exceeded expectations

    I want the same results Download the Full PDF

    “Sales and financial services advisors play a critical role, and SuccessFinder has given us a tried-and-tested way to predict who the high performers will be in these fields. It’s having a material impact on our bottom line.”

    Martin Robert
    Senior Director, HR Partner & External Communication
    Beneva Insurance

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    Reducing turnover by capitalizing on culture at Big Bang

    Objectives

    Keep up with high growth while retaining a unique culture.

    1. Keep up with growth
    2. Retain workplace culture
    3. Rethink HR processes

    Solutions

    1. Decode the behavioral profiles of Big Bang employees to identify the traits that make up the current culture and drive success

    2. Create a data-driven solution to predict cultural fit and career success in potential new hires

    3. Use this behavioral analysis to enhance HR processes, increase retention, and attract top talent who will drive Big Bang’s long-term vision

     

    Results

    83 decrease in involuntary turnover

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    “We have a happier team, new hires that are billable sooner, promoted in a shorter time, and are a successful part of the team. And best of all: they contribute to increased customer satisfaction.”

    Gabriel Tupula
    Chief Executive Officer
    Big Bang

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    Supporting multiple verticals of talent strategy at McKesson

    Objectives

    Reinforce the company’s leadership framework and talent management processes to support its continued expansion in a highly regulated market.

    1. Attract and onboard new hires at a fast pace
    2. Advance an organizational model to support the business strategy
    3. Accelerate development and promotions to sustain growth

    Solutions

    1. Assess the career fit of both internal and external candidates for senior-level positions

     

    2. Assess and connect behaviors of new hires and their managers to maximize team building

     

    3. Use insights to create personalized onboarding plans for new hires and a new development program for emerging leaders

    Results

    27 of participants in a pilot project for women in senior-level positions were promoted or had their roles expanded within the first 100 days

    I want the same results Download the Full PDF

    “There is something magical about being able to apply science to bring insight and objectivity to a career conversation. With SuccessFinder assessment results, we can challenge, reaffirm or even make new connections for people and roles.”

    Geneviève Fortier
    SVP, Human Resources and Public Affairs
    McKesson Canada

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    Using behavioral data to identify, hire and develop employees at Morrison Hershfield

    Objectives

    Enhance talent management decisions to nurture a team of technical professionals who can drive the organizational improvements required to advance the company’s business strategy.

    1. Extend the company’s talent management strategy to include a behavioral dimension
    2. Develop a workforce that will drive Morrison Hershfield’s organizational transformation
    3. Improve recruitment and development decisions, especially for key business roles like Project Manager

    Solutions

    1. Establish a behavioral profile of the staff and measure it against 500 benchmark profiles of high performers

     

    2. Create a training and development plan based on the behavioral traits that are key to the business

     

    3. Use recommended high-performer benchmarks for the recruitment and development of key roles like Project Managers

    Results

    80 validity in behavioral decision-making

    I want the same results Download the Full PDF

    “SuccessFinder provided our managers with specifics to use in managing and developing staff. The clarity of each element in the tool has proven to be extremely valuable and has supported managers having conversations that are context-specific and focused on the behaviors important to individual roles.”

    Pelly Shafto
    Vice President, Human Resources
    Morrison Hershfield