KORU PREDICTIVE HIRING REPORT

Sample ndings and implica/ons from a companys Koru Fingerprint.

To protect our customers conden/ality, key iden/fying marks and results have been removed, and proprietary data has been
replaced with XX.
2016. Koru, Inc. Proprietary & Conden;al.

Who is Koru?
Koru is the leader in predic1ve hiring.
We apply predic;ve analy;cs to leading assessment
science to deliver a companys unique performance
ngerprint, based on the Koru7. We deploy the
ngerprint with a fast, easy-to-use tool for recruiters
to eciently screen and select high quality,
diverse candidates.
2016. Koru, Inc. Proprietary & Conden;al.

How it Works
1

Drivers of
Performance
Analyzed

KORU
FINGERPRINT
Denes the specic prole
of impact skills, academic
achievements, and work
accomplishments that drive
high performance in your
company.

Custom
Predictive
Hiring Model

Hiring &
Performance
Outcome Data

4
Fit S
core

20-Minute
Online
Applicant
Assessment

KORU HIRE
DASHBOARD
3

How it Works
Custom
Machine Learning
Algorithm

KORU
PERFORMANCE
FINGERPRINT

KORU
FIT SCORE
(0 to 100)

Your Koru Fit Score is a predicBve model based on indicators from your top performers:
Impact Skills, which mine transferable skills, implied preferences, and direct assessments
Academic signals (e.g., GPA, major, college rank, extracurriculars)
Work Experience signals (e.g., prior industry experience, prior func;onal experience)
4

Our Platform is Based on the Skills that Drive Performance

GRIT

POLISH

Tenacious and resilient in fastpaced, ambiguous work

environments

Communicates professionally,
condently, and authenBcally

CURIOSITY

A quick learner, customer

empatheBc, creaBve and
innovaBve

TEAMWORK

Collaborates eecBvely with

diverse teams

2016. Koru, Inc. Proprietary & Conden;al.

RIGOR
IMPACT SKILLS

AnalyBcal, data-driven, and

exhausBve

IMPACT

OWNERSHIP

PrioriBzes Bme and acBons to

drive business value

Takes iniBaBve in service of

others

55

How it Works
1

Drivers of
Performance
Analyzed

KORU
FINGERPRINT
Denes the specic prole
of impact skills, academic
achievements, and work
accomplishments that drive
high performance in your
company.

Custom
Predictive
Hiring Model

Hiring &
Performance
Outcome Data

These slides share an excerpt of actual

results for a customers Koru Fingerprint
6

20-Minute
Online
Applicant
Assessment

KORU HIRE
DASHBOARD

What We Did:
1

Administered the Koru7

assessment to ~100 current
employees of Company X

Mapped the Koru7 scores to their

Top Performers (22%) and Middle
Performers (48%)

Developed a custom predic;ve

algorithm for Company X to use to
select the applicants who are most
likely to become top performers

THE KORU

FINGERPRINT ASSESSMENT
Denes what drives performance in your
company by iden;fying the Koru7 Skills
that are most predic;ve of performance.
GRIT RIGOR IMPACT TEAMWORK
CURIOSITY OWNERSHIP POLISH
2016. Koru, Inc. Proprietary & Conden;al.

Outcomes from Company Xs Koru7 Fingerprint

You Can Double the

Number of High
Performers you Hire
from 22% to 50% using
Koru Hire

You Can Increase Top

Performers from
50% to 58% with
Training using Koru
Develop

2016. Koru, Inc. Proprietary & Conden;al.

Company X Has Three Distinct Performer Segments

Leader Landon

Service Sadie

AnalyBcal Alden

TOP PERFORMER

MIDDLE PERFORMER

LOW PERFORMER

People- and impactoriented leaders

People- and impactoriented achievers

AnalyBcal one trick

pony doers

(22% of sample)

(48% of sample)

(30% of sample)

2016. Koru, Inc. Proprietary & Conden;al.

Company X Has Three Distinct Performer Segments

Leader Landon

Company X
previously spent a
lot of 1me and
eort on
candidates that
appeared strong
TOP
PERFORMER
but
ended
up being
middle
People- only
and impactperformers
oriented
leaders
(22% of sample)
2016. Koru, Inc. Proprietary & Conden;al.

Service Sadie

AnalyBcal Alden

MIDDLE PERFORMER

LOW PERFORMER

People- and impactoriented achievers

AnalyBcal one trick

pony doers

(48% of sample)

(30% of sample)
10

Company X Has Three Distinct Performer Segments

Leader Landon

Service Sadie

AnalyBcal Alden

Or worse.
TOP PERFORMER

MIDDLE PERFORMER

LOW PERFORMER

People- and impactoriented leaders

People- and impactoriented achievers

AnalyBcal one trick

pony doers

(22% of sample)

(48% of sample)

(30% of sample)

2016. Koru, Inc. Proprietary & Conden;al.

11

Company Xs Top Performer: Leader Landon

Top Koru7: Teamwork, Ownership
Likely to have played sports, as
captain or teammate; held
chairperson role in clubs
Worked in Financial Services;
Restaurants, Hospitality & Service; or
Labor & Construc;on
Held roles in Data & Analy;cs or
Teaching
2016. Koru, Inc. Proprietary & Conden;al.

1212

Top Performers Didnt Look Like Their Assumptions

Top Performers

2016. Koru, Inc. Proprietary & Conden;al.

have the Highest GPA

worked in Financial Services
held Data & Analy1cs roles
have high analy;c Rigor
have high Grit
are from your Target Colleges

1313

Top Performers were Higher than Avg

in 5 out of 7 of the Koru7 Impact Skills

Leader Landon
76

72
68

66

64

62
54

IMPACT SKILLS

Teamwork Ownership

Polish

Impact

Top Performer Fingerprint

2016. Koru, Inc. Proprietary & Conden;al.

Rigor

Curiosity

All Employee Average

Grit

Top Performers Had Lower GPAs and Were

More Likely To Have Been Sports Captains

Leader Landon

GPA

34%

31%

Extracurricular Leadership
35%

30%

27%
17%

3.8-4.0

3.5-3.7

<3.5

Top Performer Fingerprint

2016. Koru, Inc. Proprietary & Conden;al.

Club
Member

Sports
Teammate

All Employee Average

Captain

Leader Landon

Top Performers Worked In Hospitality,

Construction, Analytics, or Teaching*

Industry Work Experience

40%

Role Work Experience

40%

30%
13%

Financial
Services

Restaurant &
Hospitality

Labor &
Construc1on

Top Performer Fingerprint

Data &
Analy1cs

17%

13%

Teaching &
Training

Proj Mgmt &

Opera1ons

All Employee Average

*None of which were the primary industry of the customer

2016. Koru, Inc. Proprietary & Conden;al.

Company X Started with 22% Top Performers

TOP

PERFORMERS

22%

MIDDLE

48%

LOW

30%

PERFORMERS

PERFORMERS

Screening Using
Current Methods

2016.
Koru,
Proprietary
& Conden;al.
2016.
Koru,
Inc.Inc.
Proprietary
& Conden;al.

Screening for a GPA Cut-off Would Have Decreased

Top Performers to 21% & Increase Low to 41%
TOP

22%

21%

MIDDLE

48%

38%

LOW

30%

41%

Screening Using
Current Methods

Screening
Based on
GPA

PERFORMERS

PERFORMERS

PERFORMERS

2016.
Koru,
Proprietary
& Conden;al.
2016.
Koru,
Inc.Inc.
Proprietary
& Conden;al.

18
18

Screening Based on Their Koru Fingerprint Increases

Top Performers to 50% & Decreases Low to 18%
TOP

PERFORMERS

22%

21%
50%

MIDDLE

PERFORMERS

48%

38%
32%

LOW

PERFORMERS

30%

41%

Screening Using
Current Methods

Screening
Based on
GPA

18%
Screening
Based on
Koru7 Fingerprint

* Based on interviewing 25% of qualied candidates.

2016.
Koru,
Proprietary
& Conden;al.
2016.
Koru,
Inc.Inc.
Proprietary
& Conden;al.

19
19

Company X Can Increase Top Performers Another 8%

with Training
TOP

PERFORMERS

MIDDLE

PERFORMERS

LOW

PERFORMERS

22%
58%

32%

24%

18%

18%

48%

30%
Screening Using
Current Methods

2016.
Koru,
Proprietary
& Conden;al.
2016.
Koru,
Inc.Inc.
Proprietary
& Conden;al.

50%

Screening
Based on
Koru Fit Score

Screening
Based on
Koru Fit Score +
Developing Above
Average Performers
20
20

Company X Now Uses Koru Hire To Take Data-Driven Approach

to Screening & Selecting Candidates to Increase Top Performers
Candidates are stackranked and colorcoded based on their
t with Company X
Fingerprint
Recruiters can sort,
lter, and compare
A double-click reveals
an in-depth prole for
each candidate
2016.
Koru,
Proprietary
& Conden;al.
2016.
Koru,
Inc.Inc.
Proprietary
& Conden;al.

21
21

Its not about what makes

someone a great candidate.
Its about what makes someone
a great candidate for your team.

Josh Jarrec
josh@joinkoru.com
2016. Koru, Inc. Proprietary & Conden;al.

Kristen Hamilton
kristen@joinkoru.com