Describe the role by its outcomes. Then see how each person would actually meet it.
UnicornWorks reads a slate of candidates against one role—and tells you what every claim rests on, ranks what can honestly be ranked, and names the path to fit for every single pairing.
An assessment is one input to a decision a human makes—never the decision.
See the sample slate instantly—no sign-up, no wait. Assessing your own role runs the same scoring and keeps it in your account.
What an EOS practitioner gets here
EOS gives you the structure; this reads how two people would actually meet in the seat you are filling.
- The pair, seat by seatWhere the two of you cover each other, where you overlap, and what the combination costs each of you.
- Your own figures, beside oursEnter your component scores and they sit next to the read, attributed to you—never folded into it.
- Named componentsVision, People, Data, Issues, Process, Traction—used to help you orient, not to compute a second score.
EOS® and related terms are trademarks of EOS Worldwide, LLC. Wavelength is independent and not affiliated with, sponsored by, endorsed by, or certified by EOS Worldwide. Component names are referenced nominatively to help EOS practitioners orient; no separate EOS score is computed.
Don’t run EOS? Nothing here needs it—the whole slate works the same way without it.
2 clear of any cap, 1 structurally bound—the footing decides more than the order does.
Three candidates · ordered by structural fit ceiling · every footing stated
- 1 Maya Ellison measuredno structural cap
- 2 Benjamin Franklin inferredno structural cap
- 3 Sam Okafor partialcapped at 70%
Most hiring calls are made on the least honest evidence in the room.
A résumé is a positioning document. An interview is a performance with a small sample size. “Culture fit” is usually a feeling wearing a process costume. None of that is bad input—it just shouldn’t be treated as more than it is.
Ranked on uneven footing
One candidate you know well, one you've read about, one who just interviewed brilliantly. Ranking them as if the evidence were equal is how the wrong hire wins.
The gap is the story
How someone presents, how they develop, and how they actually deliver rarely agree—and the distance between those tells you more than any one of them.
“Not a culture fit”, unexamined
Said out loud with nothing behind it, it's the phrase bias hides inside. Stated culture, read structurally, is a defensible claim instead.
Every claim arrives with its footing stated.
The strongest: a Stance360 the candidate completed and shared for this role, their acknowledgement recorded. Invitations are built in—the consent is specific, and it travels with the assessment.
A real measurement that stops short—a shared result without a role-specific acknowledgement. Used, and labeled as exactly what it is.
Read from public signal alone, with no input from the person. A starting hypothesis, never a finding—and the report says so in plain words.
The person is always the best source on themselves. Where a reading has no evidence behind it, it reports itself unavailable rather than being filled in.
Beyond the ranking.
The culture lens
State your culture in your own words and every candidate is read against it—which of their readings it rewards, which it taxes, each claim quoting the exact phrase it rests on. Standings and paths. Deliberately, never a score.
Team fit
A team's coverage is the union of what its members are naturally aligned with—not an average. See what the group absorbs, where strain lands, and what a hire would change.
The audit record
Every ranked slate, the scoring version that produced it, exported for an auditor. Where law regulates hiring tools, this is the file that exists from day one—and no demographic data, ever.
I’m hiring. I’m applying. Same honesty.
Hiring
Describe the role as outcomes, add the slate, invite candidates to share a measured result. Get the ranking that can be explained, line by line—and the conversation each pairing deserves.
Applying
Point the same engine at yourself: the role you want, your own signal, your own code. See your fit, your paths, and where the culture would reward or tax you—before they do.
Per open role. Up to 25 candidates. No seats, no subscription.
Your first role, up to 3 candidates—the whole capability, culture lens included. Enough to see a real ranking.
Start free →One open role, the full slate: evidence-footed assessments, ranked where ranking is honest, a path to fit on every pairing, team fit, the audit export.
Start a role—pay when you pass the free limit →Everything in Role Alignment, plus the culture lens on every candidate—and measured culture, when your instruments connect.
Start a role with culture →5 seats · 10 active roles · 50 reads a month—invitation runs and interview probe plans included.
20 seats · unlimited roles · 250 reads a month—audit export, refine history, priority support.
Scale reads, SSO, DPA and legal review, the measured wiring layer when A360 connects, named support.
Dive-depth sourcing is included within each band’s allowance; overage at the $49 credit rate. Talk to us →
The next slate deserves better footing.
Want the whole account first—how the number is made, what your counsel will ask, and what this cannot yet claim? Read the brief →