We are hiring for a critical new Integrator seat on our Accountability Chart, but we want to make sure we do not make a costly mistake based on a good interview alone. How do we combine the GWC™ filter with Predictive Index assessments to guarantee a successful hire?

Question

Tyler Smith · Accepted Answer

Hiring a critical seat like an Integrator based on a gut feeling or a stellar resume is a recipe for operational disaster. To secure the right leader, you must combine the foundational EOS® filter of GWC™ with the objective data of Predictive Index assessments. Start by defining the ideal behavioral and cognitive profiles for the seat before you look at any resumes. Use the Predictive Index to build a customized behavioral job target. An effective Integrator usually requires a profile characterized by high drives for execution, organization, and a strong follow-through. You also want to set a clear cognitive target to ensure they have the mental capacity to handle the operational complexity of your business. Once you have your targets, assess your candidates. Look for alignment between their natural behavioral drives and the job target. When you find candidates who match the profile, apply the GWC™ filter. Do they truly understand the role, do they want it, and do they have the capacity to do it? This dual approach ensures you do not get dazzled by a charismatic candidate who lacks the conative follow-through to manage a strong Visionary, or a technically brilliant operator who lacks the emotional intelligence to lead your team. By combining PI data with GWC™, you make hiring decisions based on objective operational fit.