Plum

Integrate Plum into the application portal.

Require all applicants to complete the Plum Discovery survey.

Filter top 10% based on Match Scores.

Invite top scorers to initial interviews based on Plum's generated guides.

Map the talents of all current employees.

Create Job Models for new strategic roles.

Run the Plum Match algorithm to see which displaced employees fit the new roles.

Transition staff with high match scores into training programs.

Define 'Leadership' Job Models based on required outcomes, not personality.

Assess the entire mid-management tier.

Identify high-match candidates from underrepresented backgrounds.

Place them into the leadership succession pipeline.

Analyze the psychometric profiles of top performers in the role.

Update the Job Model to reflect these traits.

Screen candidates against this optimized model.

Use Plum data during onboarding to tailor the management style to the new hire.

Assess all employees in both legacy organizations.

Compare team heatmaps to identify potential cultural friction points.

Form new cross-functional teams using Plum Match scores to ensure balanced talent sets.

Monitor team performance metrics against Plum talent profiles.