Your future equity partner is buried in a 2,000-⁠resume stack. Suited points you straight to them.

No. Suited gives your recruiting team better intelligence and tools. For campus hiring, it adds standardized behavioral and cognitive evidence to your existing evaluation process. For lateral hiring, it expands your view beyond attorneys already in motion and supports targeted outreach. Your recruiters and attorneys remain responsible for every hiring decision, while your firm decides how Suited affects its use of external search firms.

Suited combines structured assessment data from your attorneys with your firm’s performance and retention data to identify the job-related behavioral competencies associated with thriving in your environment. All data collected is anonymized. The model is validated before it is used and revalidated as additional outcome data becomes available. Each production model also undergoes adverse-impact testing and independent third-party review before deployment.

Your firm can begin with Suited’s validated cognitive skills assessment while we determine whether sufficient data is available to develop a custom behavioral model. The behavioral model can be introduced later once the necessary data has been collected and validated.

No. Suited works alongside your existing ATS and recruiting processes. It adds behavioral and cognitive insights to the information your team already considers, while your firm continues to manage applications, interviews, and hiring decisions through its established systems and workflows.

That is a rare circumstance, but ultimately you control how to implement Suited in your process. Suited provides additional information about candidates who complete the assessment; it does not automatically exclude candidates who do not. Your firm can choose to continue evaluating nonparticipants through its existing process using resumes, transcripts, interviews, and any other information it ordinarily considers.

No. Suited provides additional data to inform your firm’s evaluation process. It does not automatically accept or reject candidates, and no Suited result replaces the judgment of your recruiters, attorneys, or hiring committees. Your team remains responsible for every decision.

Suited’s assessments are developed using established industrial-organizational psychology standards and validated for their intended use. Every production model is tested for adverse impact before deployment and annually thereafter, with independent third-party audits at the model level. Suited’s broader model design, testing, and governance framework has also been independently audited.

Timing depends on the services your firm selects and the availability of the necessary data. A cognitive-only deployment can generally move more quickly because it does not require development of a firm-specific behavioral model. A custom behavioral deployment includes data collection, model development, validation, adverse-impact testing, and independent audit. Following an initial data review, Suited will provide a firm-specific implementation plan and timeline.

Traditional search generally starts with a resume and an attorney who is already willing to consider a move. Suited combines verified experience, deal and matter history, and career priorities with proprietary behavioral and cognitive insights. We use that multidimensional intelligence to identify attorneys aligned with your specific needs, including those who have not begun an active search. Your team reviews their public bios and selects whom to approach; Suited then delivers a warm invitation backed by confirmed interest, on behalf of your internal recruiting team.