Better People Data.
Better People Decisions.
Your process measures everything about the candidate. Nothing about the relationship with their manager. Mauralink measures the one thing that determines whether a hire actually works.
The problem
Five rounds. Forty-four days. Every question except the one that matters.
Companies are running the most rigorous hiring process in history. Skills assessments. Reference checks. 250 resumes per role. The individual candidate is measured from every conceivable angle.
And yet the one variable most likely to determine whether a hire succeeds — the working relationship with their direct manager — is never evaluated. The pair is never scored.
70%
of engagement variance comes from the manager
42%
of turnover is preventable
29%
decide to stay in the first week
$45k
average cost per replacement
The process is thorough. It is thorough in exactly the wrong direction.
Behavioral factors account for half of whether someone succeeds or fails. Nobody scores the pair.
The cost of a mis-hire
A hire gone wrong
after 6months costs you
0.83× to 1.71× of their annual salary
Calculated from 10 cost factors backed by research
from SHRM, Harvard Business School, and Gallup.
How it works
See for yourself.
Mauralink catches the mismatch before the offer.
What you'll see
Two people. Eight dimensions. One clear picture.
Compatibility Report
Alex Chen & Jordan Rivera
Alex and Jordan align closely on merit and drive, which means day-to-day priorities will rarely conflict. The divergence on authority and reasoning is where conversations get interesting.
Authority
Reasoning
Merit
Built on research
8 dimensions. 30+ meta-analyses.
500,000+ research participants.
All 48 items independently developed from published construct definitions across organizational psychology, management, and behavioral science. No items adapted from existing instruments.
Our commitment
Not a personality test
No types. No labels. Both poles of every scale carry real workplace value. The same person can score differently with different managers.
A data point, not a veto
Mauralink completes the picture. The hiring team sees the variable their process was missing and makes the call with eyes open.
Candidates are respected
Every person receives their workstyle profile, hired or not. They walk away understanding how they work and what they need.
Stop sending people into relationships
your process never evaluated.
Score candidates for your first role, free. No contract. No sales call. Manager profiles carry forward to every hire.