Define the job
The vague requisition becomes an exact definition of what the role must produce.
Every decision should makethe next onesmarterIQ
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4,060Placements since 1996
The idea
Every decision sharpens what comes next.
The Intelligence Chain™One asset
Measure DNA
Held against Company DNA, Manager DNA, and Job DNA. Your standard, not the market’s.
The elenaIQ Evaluation
A score measured against everything that defines success in your organization.
Interview Debrief
A judgment formed in the room, captured as signal instead of lost to memory.
Placement
The hire is made. The prediction is now on the record, waiting to be checked.
Retention
The ones who stay and the ones who leave answer the same question in two directions.
Business outcome
The only verdict that counts, arriving long after the decision that caused it. It closes the loop back to step one.
Live todayOn the roadmap
See how it works.
Thirty minutes. No slides. Just the model applied to your actual decisions.
IQ
Organizational Intelligence.
The only asset that becomes more valuable every time your organization makes a decision.
Built from your company, not the market.Inside the asset
The job description was never the job.
Most systems evaluate a candidate against a job description. elenaIQ evaluates them against the company, the manager, and the role, then keeps every layer current as your company changes.
Who the company is
Company DNA™
The strategic foundation of your organization, defining its vision, values, culture, and the environment where top performers thrive.
How they decide
Manager DNA™
The decision framework behind every hiring manager, capturing how they evaluate talent, prioritize needs, and make hiring decisions under real-world conditions.
What the role needs
Job DNA™
Defines the skills, responsibilities, priorities, and business objectives of the role, ensuring candidates are prepared to contribute and deliver results from day one.
The evaluation
The scores behind every recommendation.
Every candidate, measured on the signals that predict success, then rolled into one view you can act on.
First, a candidate clears these before any scoring begins.
Authenticity
GateWas the resume genuinely written by a person, not AI-generated or inflated.
Resume Confidence
GateDoes the evidence hold up, with specific, credible accomplishments.
Eligibility
GateLocation and work authorization, checked against the requisition.
Then the evaluation, weighted across three dimensions.
Candidate vs. Job
50%Skills, mandate, role requirements, and domain fit, scored against Job DNA.
Candidate vs. Manager
30%Behavioral and style alignment to how this manager actually decides, from Manager DNA.
Candidate vs. Company
20%Enterprise scale, culture, and environment fit, from Company DNA.
Bonus factors — client-specificApplied when it matters
Extra credit for what a specific client values beyond the standard requirements, applied only when it should.
One elenaIQ Evaluation
The three dimensions combine into one overall score and a clear recommendation, with every score traceable to its inputs.
Example4.4/5
What it learns
It learns how this company hires.
How this company promotes.
How this company keeps people.
How this company loses them.
How this company grows.
73%of hiring reasoning is never recorded
6×more predictive when decisions compound
0of this intelligence can be purchased
Nobody has ever put these answers in the same place.
They all exist already. The manager knows why they chose the person they chose. The new hire knows what the job turned out to be. The one who left knows the exact week they decided to go.
Nobody asks them, and nobody connects the answer back to the decision that started it. So the reasoning behind every hire, every promotion, and every departure leaves the building with the person who held it.
elenaIQ asks. Then it links what people say to what actually happened, and what happened to the decision you are about to make next.
Every interview.Every hiring decision.Every promotion.Every business outcome.
They should not disappear.
They should compound.
Now taking design partners
We are working with a small number of enterprise talent and technology leaders to build the first company-specific models. Thirty minutes will tell you whether this fits.