"Getting" Recruitment

The wrong hire was never a people problem.
It was a design problem.

You hired well on paper. Three months later they are drowning, the team is quietly carrying it, and you are back writing the same advert. That is not a bad person. It is a role that was never designed for a real human to hold.

Hire by design - risk designed out

The cost of hiring the old way

A wrong hire is the most expensive thing you will do this year

Rewriting the advert. The months of half-speed. The strain that spreads to everyone still there. The good person who leaves because the role was impossible from day one. And then you start again - and hire for the same seat, the same way.

The fix is not a tougher candidate. It is a role designed before you ever advertise it.

The method - the Four Fs

Read every role across four lenses, before anyone applies

Most hiring reads a CV and hopes. "Getting" Recruitment reads the role first - across the Four Fs - so you know exactly who will hold it, and who it will quietly break. Four questions you can feel the moment you picture the seat.

Part 1 · Fuel

What drives them

"Will they still be here in a year?"

Able gets the job done once. Fuel keeps them doing it. We name the drivers the role genuinely offers - so you hire someone the work energises, not someone it slowly empties.

Protects against: the capable hire who quietly checks out at month nine.

Part 2 · Function

What the work really needs

"Can they do the real job - not the job description?"

Every role leans on one or two real strengths, not a wish-list of ten. We read the wiring the work actually calls for - the honest Tuesday, not the tidy JD.

Protects against: the unicorn advert that attracts no one who exists.

Part 3 · Friction

The strain built into the role

"Is this seat quietly set up to burn someone out?"

We audit the role against recognised psychosocial risk factors - workload, clarity, support, pace - and design the strain out on paper, before it costs a person. This is a business duty, aligned with ISO 45003.

Protects against: burnout, sick leave and turnover you designed in without meaning to.

Part 4 · Fit

The shape the role needs

"Right person, wrong seat?"

The right wiring in the right seat keeps a person in Green Brain - steady, sustainable, and staying. We name the shape the role needs, and build the team to complement it, never clone it.

Protects against: a talented hire who was simply never right for that chair.

The return

Design the role right, and the whole equation changes

No new headcount. No personality test. Just the same hire, done by design instead of by hope - and the return shows up at every level.

Fewer wrong hiresYou see the mismatch on paper, while it is still free to fix.

People who stayRoles that fit the wiring keep good people in Green Brain, and in the seat.

Lower psychosocial riskStrain designed out of the role - your duty under ISO 45003, met early.

Teams that think widerComplement the wiring in the room and blind spots shrink - better calls, more innovation.

Fair, defensible hiringDecisions made on evidence, with a record you can stand behind.

Performance that holdsThe right person, rightly resourced, delivers - and keeps delivering.

How it works - the four parts

One connected system, across the whole hire

The Four Fs run through four parts - one shared lens, then three delivered stages, each handing the next a clean brief so no one ever starts cold.

Foundations

Why hire by design - the shared lens (nQuadrant and brain states).

Attract

Design the role and write the honest advert - before you post a word.

Assess

Interview for fit, not polish. Score on evidence, decide without bias.

Onboard

A brain-friendly first 90 days - the conditions to hold the role, from day one.

Backed by Brain Gym - short online lessons that build the skill in your hiring managers, so this becomes how you hire, not a one-off workshop.

What we will never do

No deficit model. When a role reads as too much, we redesign the work. We never go hunting for a tougher person.
No personality test. We read the role, never label the human. It filters bias out, not people.
No one-size-fits-all. Every role, team and hire is read on its own terms.

Got a hire coming up? Start before you advertise.

Come to us before you post the role. We read it across the Four Fs, name the strain, and hand you a blueprint - so you advertise a role that is already right. Learn the whole system on the programme, or bring us your next hire directly.

Book the programme Book a call

Join an open cohort - or bring "Getting" Recruitment in-house for your team.

DivergenThinking · "Getting" Recruitment. A psychosocial risk practice. Hire by design - risk designed out.

The wrong hire was never a people problem.It was a design problem.