Where hiring discipline actually breaks. Measured.
Aggregate, anonymized findings from external organizations using the current Selection Discipline Diagnostic - six dimensions scored under real conditions, updated as the eligible sample grows.
Drift isn’t a bad quarter. It’s the standard you actually enforce, measured.
A practical drift review
What the team agreed mattered before interviews began.
What interview notes, scoring, and debrief behavior show mattered.
Where to clarify criteria, assign ownership, or strengthen evidence.
Illustrative review structure, not an actual score report. Findings depend on submitted process evidence.
FIRST EDITION · SEPTEMBER 2026
First findings publish when the sample can say something honest. Add your organization below.
WHY NO OTHER FIRM CAN PUBLISH THIS
The data exists because the instrument exists.
Most firms survey hiring managers about satisfaction. A satisfaction score is not a diagnostic - it measures how people feel about a process, not whether the process produces a disciplined decision.
The Selection Discipline Diagnostic tests six weighted dimensions of a hiring system - Winning, Identity, Behavior, Tolerance, Standards, and Performance - against specific operational questions drawn from live searches since 1999. It produces a 0-100 score and a banded diagnosis.
No other firm runs this instrument at scale. Which means no other firm has the data. The index is a byproduct of the diagnostic practice - not a survey we commissioned.
THE SIX DIMENSIONS
Winning
Does the organization define what hiring success looks like before the search opens - in outcome terms, not credentials?
Identity
Has the behavioral standard for the role been written down, beyond cultural fit and personality preference?
Behavior
Does the interview surface evidence of past performance under pressure - or does it measure rapport and interview preparation?
Tolerance
What does the process allow? Written red-flag protocols end the 'strong enough, let it slide' decision.
Standards
Does feedback cite evidence? Is 'I liked them' treated as data, or as insufficient grounds for a hire?
Performance
Is the new hire measured at 30, 60, and 90 days against the definition of winning set at intake?
Add your organization to the data - and get your own report first.
34 questions. About 15 minutes. A 0-100 score, a six-dimension breakdown, and a banded diagnosis you keep.
