How do I hire people who actually last?

Who stays is something a conversation can find out.

• Why they want this job. Desire for the specific job is one of the stronger predictors of who stays (Barrick and Zimmerman). A CV can't show it. A conversation can.
• Whether they know what they're walking into. A conversation that explains the real job is a realistic job preview, which reduces early turnover (Earnest and others, 2011).

Ability barely predicts quitting (correlation about .01). Unmet expectations do (Griffeth and others, 2000).

More people still in the job after 30 days.

In a randomised trial with about 70,000 applicants, AI voice interviews led to 17% more people still in the job after 30 days than interviews by human recruiters. Humans made every hiring decision. Limits: one country, entry-level roles, one firm.

New starters know it's the right job.

Before anyone gets a start date, Kit asks every applicant why they want this job, and whether the hours, pay and place work for them.

Costs are lowered through better retention.

Your last hire made your next one better.

On the Talent and Enterprise plans, Kit checks in on each hire at 30 days, 90 days and a year. Every answer sharpens the next recommendation for that team. You watch hiring get better, in numbers.

Every hire you make with Kit makes the next one better.