Podcast Interview
Fixing Broken Hiring in the Age of the AI Arms Race
Arventa Business Podcast
Edward Bowman discusses organisational psychology, AI, assessment-first hiring and the future of recruitment.
Psych-Fit | Smarter hiring. Better fit.
Too many job applications?
Use structured behavioural insight to focus your time on candidates who could thrive in the role over time.
Prefer to try it on a live vacancy? Start a free guided pilot.
Ranked shortlist
Illustrative resultsJane Doyle
92%
Strong match across the role profile
Sara Thompson
84%
Prefers structured, well-defined work
Leo Kelly
71%
Discuss expectations around autonomy at interview
Sample data for illustration only. Rankings are information for your review, not an automatic selection or rejection.
A short introduction from Ed Bowman, founder of Psych-Fit
The outcome
A more structured way to review candidate potential and role fit.
When application volume is high, Psych-Fit is designed to support your team's judgement and attention — adding consistent, structured information to early review so each candidate is considered against the same role profile.
A poor-fit hire is disruptive for everyone involved. A more considered hiring decision may help your team think about fit earlier — though no assessment can guarantee a long-term outcome, and the decision always remains with you.
How it works
A simple process, with your judgement at the end.
- 01
Clarify what the role requires
We help you describe the work, the working context and the skills and experience that matter.
- 02
Add structured behavioural insight
Candidates complete one short assessment covering reasoning, working style and motivation. No account needed.
- 03
Review the shortlist and questions worth exploring
Read each summary next to the CV, the interview and references, with prompts for what to explore.
- 04
Decide with human judgement
Psych-Fit does not select anyone. The hiring decision stays with you and your team.
Works alongside your current process. You can keep advertising and managing applications as you do today.
Trust and transparency
What the assessment can and cannot tell you.
- The role of the assessment
- It adds structured information about how someone approaches work and what they want from a role. It is one input, read alongside skills, experience, interviews and references.
- The limits of results
- Results describe alignment with the profile you set, not a person’s worth or future performance. They cannot determine on their own who is right for a job.
- Privacy and data
- Candidate information is handled as described in our privacy notice and security overview. Each candidate can only see their own results.
- Human oversight
- Psych-Fit never accepts or rejects candidates. People review the results and make every hiring decision.
Read the privacy notice and security overview.
What you receive
A ranked shortlist, with the reasoning behind it.
Psych-Fit provides insights for your review — hiring decisions remain with you. Each candidate report is designed to help you prepare for the interview, not to make the decision for you.
- A ranked shortlist, with the reasons for each position
- Each candidate's strengths and areas to explore
- Interview prompts tailored to each candidate
- Behavioural and motivational insights to read alongside the CV
Ranked shortlist
Illustrative results
Candidate A
Strong alignment
Clear alignment with the role profile
Candidate B
Good alignment
Prefers structured, well-defined work
Candidate C
Moderate alignment
Discuss expectations around autonomy at interview
Sample data for illustration only. Rankings are information for your review, not an automatic selection or rejection.
What the assessment covers
Information a CV does not usually show.
A CV describes what someone has done. Psych-Fit adds structured information about how they approach work and what they want from a role, compared with the profile you set. It draws on established psychological frameworks and explains how each result is reached.
Reasoning
How candidates approach problems and work through information, from a short reasoning assessment.
Working style
Behavioural preferences relevant to the role, based on the Big Five personality model.
Motivation
What candidates are looking for in their next role, such as autonomy, development and team connection.
Results also take account of the skills and experience you list for the role. Psych-Fit is a structured first step and is not a substitute for interviews, references or your own professional judgement.
Who it is for
Growing businesses without a dedicated recruitment team.
- Business owners
- A consistent, structured way to compare applicants when you are hiring directly.
- Hiring managers
- Help deciding whom to prioritise for interview, and what to ask.
- Growing teams
- The same process for every role, with feedback for each candidate.
From the founder
See more than the CV.
I’m Edward, founder of Psych-Fit. I’m interested in how we can make hiring decisions with a fuller picture of the person, the role and the working context — seeing more than the CV.
I’m building Psych-Fit to bring structured behavioural insight into that conversation — while keeping human judgement at the centre. I’m learning as I go from employers, practitioners and candidates, and I’m always happy to talk.
Edward Bowman
Founder, Psych-Fit · MSc Organisational Psychology
For candidates
Something useful in return.
Everyone who completes the assessment receives a personal summary of their strengths and workplace preferences, whether or not they progress.
- Feedback for every candidate, whatever the outcome
- A clearer picture of their strengths and preferences
- A chance to show more than their CV
For employers and hiring teams
See how Psych-Fit fits into your hiring process, or try it on one vacancy with our support.
See how Psych-Fit worksFor candidates
Invited to an assessment? Use the link from the employer. You’ll receive a personal summary of your strengths and preferences, whatever the outcome.
How we handle your informationAs featured in
Irish Tech NewsArventa Business Podcast
Insights
Articles and interviews
Perspectives on structured hiring, organisational psychology and recruitment in small businesses.
Published Article
Why Irish SMEs are drowning in job applications – and what needs to change
Irish Tech News
An opinion article exploring how artificial intelligence is reshaping recruitment and why employers may need to rethink how they identify the right candidates.
Start your free guided pilot
Run one vacancy through Psych-Fit with our support. We will help you set up the role, invite your candidates and go through the shortlist with you.
Interested in better ways to hire?
Follow Psych-Fit on LinkedIn for practical articles on structured hiring, behavioural assessment and recruitment in small businesses.
Follow Psych-Fit on LinkedIn