Company DNA™
The culture, values, and organizational patterns that predict whether someone will thrive — or leave — in your environment. Built from the history of who succeeded and who didn’t.
Platform
The DNA models that define success in your organization.
Every organization has a pattern of success. Most can’t articulate it. elenaIQ captures it in three DNA models — Company, Manager, and Job — so every hiring decision is measured against the standard your organization has already proven.
Manager DNA™
The hiring manager’s preferences, working style, and track record of developing talent. Because the manager is often the difference between a great hire and a failed one.
Job DNA™
The precise definition of what success looks like in this role — not the job description, but the actual outcomes, priorities, and behaviors that matter.
How profiles are built
Your history becomes the standard.
DNA profiles aren’t filled out on a form. They’re built from the history of decisions your organization has already made — who you hired, how they performed, what the successful ones had in common.
For new organizations, the profile starts with a structured intake: the hiring manager’s preferences, the company’s stated values, and the role’s actual success criteria. As placements accumulate, the profile sharpens automatically.
The result is a living model — not a static checklist — that reflects how your organization actually works, not how it thinks it works.
Profile strengthIncreases with each placement outcome recorded.
The process01 02 03 04
From intake to intelligence in four steps.
Define the role
Complete the Job DNA intake: the role’s actual success criteria, priority weighting, and business context. Not a job description — a definition of success.
Capture the manager
The hiring manager completes their DNA profile: working style, team preferences, and what great looks like to them. Takes fifteen minutes. Shapes every evaluation.
Confirm the company
Review and confirm the Company DNA model for this search. For new organizations, this is a structured intake. For returning clients, it’s a confirmation.
Evaluate the slate
Every candidate is scored against all three models. The evaluation is transparent, weighted, and backed by the reasoning behind every recommendation.
Build your first DNA profile.
Start with a single role. The profile builds itself from there.