PREDICTIVE HIRING INTELLIGENCE
The science behind
Total EmployAbility™
Hiring isn’t broken because of people. It’s broken because of what, and how, we measure.
That gap is why we developed Total EmployAbility™, our multidimensional model designed to predict real-world job performance.
60K+
Job Positions
40%
Reduced Attrition
88%
Predictive Accuracy
72+
Years of Validated Research
The Framework
Better hiring starts with better measurement.
TEQ Connect’s Total EmployAbility™ is a multidimensional predictive framework built to evaluate real-world job performance. Performance isn’t driven by a single trait. It’s the result of multiple factors working together.
That includes what someone can do, how they behave under pressure, what motivates them, and how they adapt, solve problems, and work with others. These factors don’t operate independently from one another. That’s why we measure them together, not in isolation.
Built on proven science.
Applied to real hiring.
Our model draws from decades of validated organizational psychology, including frameworks like the Big 5 and Great 8. We apply those same principles to predicting performance on the job.
That means we’re not relying on a single signal. We combine behavioral patterns, motivation, and cognitive signals, anchor everything in real, verifiable capability, and weight each factor based on the specific role.
The multi-dimensions
The 7 drivers of real-world performance.
Every Total EmployAbility™ score is built on seven core dimensions. Not because seven is a convenient number, but because these are the conditions consistently linked to success on the job. Seven scientific dimensions are measured in full — each producing its own score — and each built on a rich set of scored factors beneath it which provide granular visibility into what drives a candidate’s behavior, motivation, and capability.
Capability
SKILLS • CREDENTIALS • REQUIREMENTS
The foundational layer of Total EmployAbility™. Capability measures whether a candidate meets the concrete, verifiable requirements of the job.
Sample measured categories
Availability
Eligibility
Background
Responsibility
DependAbility
Measures whether a candidate will show up, if they can be trusted to be a predictable performer and teammate.
Sample measured traits
SolveAbility
Measures how a candidate approaches complexity — whether they think rigorously, innovate under pressure, and translate analysis into action.
Sample measured traits
RelateAbility
Measures how a candidate connects, communicates, and contributes within a team.
Sample measured traits
MotivAbility
Measures the internal fuel that keeps a candidate performing — and contributing to those around them.
Sample measured traits
CoachAbility
Measures how openly and effectively a candidate receives feedback, embraces new approaches, and responds to challenging expectations.
Sample measured traits
AdaptAbility
Measures how quickly and effectively a candidate adjusts approach, behavior, and mindset in response to changing conditions and priorities.
Sample measured traits
conversational AI. Human results.
From interview to insights in minutes.
Many hiring tools are now built around AI. But AI alone doesn’t predict performance. What matters is how it’s used and what it’s measuring.
TEQ Connect uses conversational AI as part of a structured, science-based model to evaluate candidates in a more natural setting. Instead of relying on tests in artificial environments, we capture real responses, in context, and analyze them across 50+ behavioral and performance indicators.
Because the goal isn’t just to generate answers. It’s to understand real behavior.
Less scripted answers
Less test-taking bias
More authentic insight into how someone thinks, responds, and works
ACTIONABLE INSIGHTS
From dimensions to decision.
The reality is that most hiring decisions are being made on incomplete data. Résumés show experience, not performance. Interviews capture impressions, not patterns. Tests evaluate traits, not real-world behavior. Each offers a piece of the picture, but none of them measure how someone actually shows up on the job.
Each dimension is independently measured using behavioral, motivational, and capability indicators, then combined into a single, role-weighted Total EmployAbility™ score.
The result.
When you measure the right things, and measure them the right way, better decisions follow. You hire faster because you see what matters sooner. You reduce turnover because you’re selecting for real fit. And you improve performance because you’re making decisions with science-backed confidence instead of guesswork.
See how Total EmployAbility™ can predict performance and fit for your roles.