Phase · ATTRACT

Recruitment is a match,
not a performance.

In a good match, both sides are seen as they are. ATTRACT screens for real potential and cultural fit, and measures the hiring team just as honestly as the candidate.

Talk to us about ATTRACT See our tests

AI-supported candidate matching in recruitment

The problem

Recruitment rewards performance. Afterwards, you hire the person.

A CV shows where someone has been, not where they can go. An interview shows how well someone handles interviews. Neither tells you how a person actually communicates, recovers under pressure, or works with the team they're joining.

And there's a blind spot almost no recruitment process touches: the hiring side itself. Teams hire in their own image and discover the mismatch six expensive months later.

ATTRACT borrows its logic from the way strong relationships actually form: clarity first, on both sides. We call it the dating model.

Why it matters

The must-have of modern recruitment

When everyone suddenly had access to the same AI, the advantage of being able to screen CVs quickly disappeared. What sets you apart now is the ability to read people and the match that forms between them.

Potential over CV

You hire towards where a person can grow, not only towards titles they've already held.

Both sides of the match

We measure the hiring team before the first candidate is contacted. You see your own blind spots.

Fewer bad hires

A bad hire costs far more than a year's salary. ATTRACT catches the mismatch before the contract is signed.

Less bias, more clarity

Structured, consent-based measures reduce the bias that otherwise decides interviews in the dark.

Cultural fit that lasts

We measure resonance with the actual team, not an abstract value on a slide.

A candidate experience that builds your brand

Even those you don't hire leave as ambassadors.

How it works

The ATTRACT journey, step by step

Define the real role

We measure the hiring team with Ajuna before a candidate is contacted. What does the team actually need, behaviourally?

Screen for potential

Candidates complete a consent-based screening built on our own method. We measure growth potential and communication patterns.

Match, don't rank

You get a full report per candidate, a shortlist held up against the team's real profile, and tailored interview questions.

Interview with support

Optionally, our AI supports live screening conversations while your people lead the interview.

Decide, and hand over the baton

You make the decision with clarity. All insight passes straight on to ALIGN.

What you'll see

What you'll actually learn

Every ATTRACT engagement runs on Ajuna: consent-based, GDPR-compliant and always with a human making the final decision.

Growth potentialCommunication patternsCultural resonance with the teamStress & recoveryThe hiring team's blind spotsMotivational drivers

What you get

Deliverables

Team profile

A behavioural map of the hiring team, the reference every candidate is held up against.

Screening reports

One full report per candidate: potential, patterns and the honest picture of the match.

Matched shortlist

Candidates ranked by real match quality, not by keywords.

Tailored questions

A question set per candidate, aimed at what's still unresolved.

AI support in the interview

Optional AI support during the conversation, where your team leads it and makes the decision.

Ready for onboarding

All insight packaged and ready to carry forward.

Connects with

We also help with

ALIGN

Get them aligned

Onboarding and alignment from day one, to whatever degree the situation calls for.

See service →EVOLVE

Development and team alignment

Leadership, development and culture, built in everyday work.

See service →OUTPLACE

Help them move on well

Clarity, direction and coaching all the way to the next job.

See service →

Related insights

Go a little deeper

Recruitment often fails before the first interview

Bad hires rarely come down to the interview. They come down to what was never measured: the team doing the hiring, and the difference between performance and potential.

Whitepaper · 6 min