Stop hiring résumés. Start hiring for the seat.
We build the hiring structure inside your company and vet candidates with DISC, DNA 25 and the 5Cs, so the next hire is the right one.
Hiring problems are structure problems
A bad hire never shows up as a line item. It shows up in everything else.
Five questions every hire has to answer
Every candidate is measured the same way, against the same seat.
Character
Will they do the right thing when no one is watching?
How we measure it Structured interview questions and reference checks
Competence
Can they do what this seat actually requires?
How we measure it DNA 25 against a job benchmark
Capacity
Can they carry the load and grow with the role?
How we measure it Benchmark gaps and structured interviews
Chemistry
How will they work with this team and this manager?
How we measure it DISC behaviors and motivators
Course
Is where they are headed aligned with where the role is going?
How we measure it Career-path interview questions
A hiring structure your team keeps
Define the seat
Role scorecards and job benchmarks before you post.
Vet with data
DISC and DNA 25 for finalists, with structured 5Cs interviews.
Oversee your pipeline
Your job boards, trade associations and referral channels, managed with you.
Onboard to stay
A structured plan so new hires ramp up and stay.
How this compares
| Option | What you get | The trade-off |
|---|---|---|
| Temp or staffing agency | Bodies, fast | Ongoing markups, high turnover, no structure left behind |
| Recruiter or headhunter | A shortlist | The vetting process leaves with them, and your team still has no hiring structure |
| Hiring on gut feel | Speed | Great interviews, wrong hires |
| Solutions By Maya | A hiring structure your team keeps | Takes a few weeks to build before it pays off |
Built by someone who has done it
Maya has spent more than a decade matching people to the right place: in university admissions, in healthcare staffing, and building the in-house corporate recruiting function at a 300+ employee roofing contractor that eliminated the need for temp agencies.
"I found that I had several people in the wrong position. With the data I got I was able to move employees around which in turn made the employees more productive."
Hiring questions owners ask
How do we stop making bad hires?
Define the seat before you post, measure candidates against it, and interview the same way every time. We build that structure with your team and oversee it as fractional support.
What are the 5Cs of hiring?
Character, Competence, Capacity, Chemistry and Course. Each one answers a different question about whether a person will succeed in a specific seat on your team.
How does DISC help with hiring?
DISC shows how a candidate naturally communicates, decides and handles pressure, so you can see how they will work with your team and in the role. It informs the decision; it is never the only factor.
What is DNA 25?
A competency assessment that compares a candidate’s skills against a benchmark of what the role actually requires, so you hire for the job instead of the résumé.
Are you a headhunter?
No. We build the hiring structure inside your company and support the search, vetting and onboarding as fractional support, using your own job boards and industry affiliations.
Can you help us stop relying on temp agencies?
Yes. Maya built the in-house corporate recruiting function at a 300+ employee roofing contractor, eliminating the need for temp agencies.
What does hiring support cost?
Hiring support is scoped with you, as part of Ongoing Advisory or by placement. See pricing, or ask in a Strategy Session.
Assessments describe preferences and skills, not worth. They inform hiring decisions alongside interviews and references, never on their own.
Make the next hire the right one.
Start with a free 30-minute Strategy Session about the seat you need to fill.
Stop hiring résumés. Start hiring for the seat.
We build the hiring structure inside your company and vet candidates with DISC, DNA 25 and the 5Cs, so the next hire is the right one.
Hiring problems are structure problems
A bad hire never shows up as a line item. It shows up in everything else.
Five questions every hire has to answer
Every candidate is measured the same way, against the same seat.
Character
Will they do the right thing when no one is watching?
How we measure it Structured interview questions and reference checks
Competence
Can they do what this seat actually requires?
How we measure it DNA 25 against a job benchmark
Capacity
Can they carry the load and grow with the role?
How we measure it Benchmark gaps and structured interviews
Chemistry
How will they work with this team and this manager?
How we measure it DISC behaviors and motivators
Course
Is where they are headed aligned with where the role is going?
How we measure it Career-path interview questions
A hiring structure your team keeps
Define the seat
Role scorecards and job benchmarks before you post.
Vet with data
DISC and DNA 25 for finalists, with structured 5Cs interviews.
Oversee your pipeline
Your job boards, trade associations and referral channels, managed with you.
Onboard to stay
A structured plan so new hires ramp up and stay.
How this compares
| Option | What you get | The trade-off |
|---|---|---|
| Temp or staffing agency | Bodies, fast | Ongoing markups, high turnover, no structure left behind |
| Recruiter or headhunter | A shortlist | The vetting process leaves with them, and your team still has no hiring structure |
| Hiring on gut feel | Speed | Great interviews, wrong hires |
| Solutions By Maya | A hiring structure your team keeps | Takes a few weeks to build before it pays off |
Built by someone who has done it
Maya has spent more than a decade matching people to the right place: in university admissions, in healthcare staffing, and building the in-house corporate recruiting function at a 300+ employee roofing contractor that eliminated the need for temp agencies.
"I found that I had several people in the wrong position. With the data I got I was able to move employees around which in turn made the employees more productive."
Hiring questions owners ask
How do we stop making bad hires?
Define the seat before you post, measure candidates against it, and interview the same way every time. We build that structure with your team and oversee it as fractional support.
What are the 5Cs of hiring?
Character, Competence, Capacity, Chemistry and Course. Each one answers a different question about whether a person will succeed in a specific seat on your team.
How does DISC help with hiring?
DISC shows how a candidate naturally communicates, decides and handles pressure, so you can see how they will work with your team and in the role. It informs the decision; it is never the only factor.
What is DNA 25?
A competency assessment that compares a candidate’s skills against a benchmark of what the role actually requires, so you hire for the job instead of the résumé.
Are you a headhunter?
No. We build the hiring structure inside your company and support the search, vetting and onboarding as fractional support, using your own job boards and industry affiliations.
Can you help us stop relying on temp agencies?
Yes. Maya built the in-house corporate recruiting function at a 300+ employee roofing contractor, eliminating the need for temp agencies.
What does hiring support cost?
Hiring support is scoped with you, as part of Ongoing Advisory or by placement. See pricing, or ask in a Strategy Session.
Assessments describe preferences and skills, not worth. They inform hiring decisions alongside interviews and references, never on their own.
Make the next hire the right one.
Start with a free 30-minute Strategy Session about the seat you need to fill.