For employers
You have enough applicants. Now work out what the team needs.
See where your team's strong, where everyone clusters, and what a new person could add, then define the role before you start sifting candidates.
Most hiring starts with the vacancy, not the team.
Résumés hide the fit
A stack of applications tells you who formats well and keywords hard. It doesn't tell you who will actually thrive in the room you already have.
You're guessing at the gap
Most hires are made against a job description written from memory. You're filling a slot, not balancing a team, because you can't see the team's shape.
What you get
A read of the team you have
Everyone answers the same short assessment. You get one honest picture of how the group leans, where it's concentrated, and where it's thin, with names attached to what each person naturally brings. You never see anyone's raw answers or scores, and nothing shows until at least three people have completed it.
See a sample team mapA clearer next hire
With the team's shape in front of you, the question stops being "who looks good on paper" and becomes "what would actually balance this." You start the search knowing what you're looking for.
The map informs the decision. It doesn't make it.
Experience, ability, values, the actual demands of the job, all of it still matters. The team map makes the hiring conversation sharper. It doesn't pick the person for you.
The next hire changes the team. See the team first.
Start with a team map and see how a clearer picture changes the role you hire for.
Explore team maps