Built with inputs from Leading Teams
When roles are fuzzy, every people decision becomes guesswork.
Most companies use different definitions of “good” across hiring, onboarding, reviews, and internal moves. That’s why decisions feel inconsistent, political, and hard to scale.
What changes with RoleDNA
Consistency
Same role model across workflows
Speed
Fewer rework cycles and debates
Signal
Evidence-based evaluation
Auditability
Clear decision trail and rationale
Ensure that blind spots are not silently sabotaging your chances
RoleDNA™ is the single source of truth for what “great” looks like.
RoleDNA™ is the structured framework we use to translate a job description into the evaluation model recruiters implicitly apply when shortlisting candidates.
Capability Structure
Which competencies must be demonstrated at depth vs familiarity
Experience Signals
How scope, scale, and context of past work indicate readiness
Skill Interdependencies & patterns
How combinations of skills create stronger fit than isolated mentions
Risk Indicators
Common profile gaps that reduce shortlist likelihood even when skills appear present
RoleDNA™ is built using large-scale analysis of over 22,000 job descriptions, career trajectories of 184k+ successful professionals in those roles, and deep organizational psychology research on performance predictors and team fit.
You spend less time reading weak resumes and more time interviewing strong candidates.
One RoleDNA. Six workflows.
Start where the pain is highest, then reuse the same foundation everywhere so decisions stay consistent.
Hiring and Screening
Rank candidates with clear reasons. Run structured interviews with coverage and rubrics.
Internal Mobility
Match people to adjacent roles using capability overlap and readiness paths.
Onboarding
Turn RoleDNA outcomes into a 30/60/90 ramp plan with evidence-based check-ins.
Reskilling and Upskilling
Identify gaps by role, prioritize learning, and track progress to readiness.
Review against role outcomes and evidence. Calibrate fairly across managers.
Workforce Planning
Plan build vs buy vs borrow using real role requirements and skills supply.
Frequently Asked Questions
Everything you need to know about the product