What fit is worth, in your numbers.
Every rollout comes with a small dashboard your finance team can read in a minute: who has a profile, who was hired and how well they fit, what those hires produce, and what that is worth after commissions.
Nine numbers that show the rollout is paying.
Is it being used? Who are we hiring? Do better fit hires sell more, sooner, and stay? What did it return, net, against everything it cost?
Turnover is the bill for culture you can't see.
Start with your headcount and industry. Then add the two numbers a CFO will ask for.
What is turnover costing you?
Incremental contribution = savings at 20% less turnover × (1 − commission share). Return = contribution ÷ subscription cost per year.
Turnover rates: BLS JOLTS, 2025 annual average total separations by industry, shown here on a yearly basis. Pay: BLS average weekly earnings by industry, September 2026, times 52. Cost of turnover: 1.25 times pay, a conservative estimate. Full payback on a call.
Sellers who fit sell more.
What your CFO will ask, with the answers.
| What does it cost in total? | One fee covers everything: the Culture Benchmark for every employee, the yearly refresh, unlimited candidate fit reports, the CFO dashboard, training and support. Optional paid add ons: integration with hiring systems and custom reporting. Internal time: about 10 minutes per employee per year. Price: through Talk to us. |
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| What are the terms? | One year, with increases capped at inflation plus 3%, or three years or more with the price locked up to five years. Automatic renewal with 60 days notice; 20 days notice to cancel. Minimum 100 people assessed per year. You own your data; Priority Bridge may use de identified data for research and benchmarks. Your data stays available to export for 30 days after the contract ends. |
| How fast can we roll out? | HR owns it, with each location's general manager as the local champion. A 30 day pilot at a handful of locations, then the rest in waves, about two weeks per location. Every employee retakes the profile every twelve months. Training is a short video and a one page guide, with live help by appointment. Support: email replies within one business day. |
| What do we measure? | The dashboard above: profiles complete, hires, fit of hires, gross per seller by fit, time to productivity, incremental contribution, cost to date and realized return. |
| How do we know it works? | Sellers in the top third by fit made 34% more gross profit than the lower third, on the same team, pay plan and quarter. In a staffing firm, people with low fit were five times more likely to leave within six months. The link from fit to dollars follows the Brogden utility model, which values a selection method by how well it predicts performance and by how much performance varies in dollars. |
How your data is protected
Where data is hosted, how it is protected in transit and at rest, who can see it, and how it is deleted. Plain facts, no badges.
Let's measure yours.
A 15 minute call. We will show you what fit is worth in your numbers.
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