Greatvine is the result of years of research, delivering you the most simple & powerful intervention to save your organisation thousands of dollars & hours, and create a work environment where your people thrive.
The difference between a great and a bad team is not individual performance: it's engagement.
Individuals gifting you their discretionary genius. Teams coming together to deliver more than the sum of their parts.
That's when the magic happens, and great results flow from there! But just how important is this?
It sounds crazy but a long-term study of 200 companies, led by Harvard professors, found this shocking result:
Much is said and written about culture, but the core of it is this:
Recruiting people is hard. It's a high-volume, time-pressured search requiring judgement based on incomplete information.
Did you know:
Teams want honest, reliable, humble leaders who have their back… but those values are visible over years, not minutes.
Despite our best efforts, the system is advantaging leaders we want the least, resulting in sobbering data:
If that wasn't enough, our cognitive biases trip us up every step of an interview. Research has shown we tend to prefer candidates:
We could go on but you get the idea.
We cannot avoid biases, but Greatvine gathers years of people's impressions about your candidate to balance out your short-term intuition.
We all heard it: “people leave managers, not companies”.
Not only does research validate this, but the hidden costs associated with people leaving can be staggering.
according to a Gallup study of 7,200 people
By checking a candidate's track record, you can avoid hiring the kind of manager people run away from, and save:
Many solutions exist to identify great leaders, but only one has stood the test of time:
71% of US companies have an employee referral programs: this remains the best way to trust a candidates' values are aligned to what we want.
Gossip enables groups to identify those who are helpful or harmful to the greater good.
Dacher Keltner, UC Berkeley Professor of psychology
There's a million questions you may want to ask to get the low-down on your candidate, but we boiled it down for you.
Greatvine reduces the signal-to-noise ratio to deliver insights that can best help you find great leaders.
Greatvine is built on robust science, with a touch of magic…
To get insights across networks, we built an algorithm that tracks down a candidate's former colleagues.
We mine data and cross-reference profiles globally to reach out to former managers, peers and subordinates.
We use this to increase your confidence level by eliciting answers across many years, role contexts and relationships.
To ask what matters most, we poured through social science research to pinpoint the makings of great leaders.
We focus questions on values former colleagues can easily identify, but are hard to pick up through other means.
We use this to compare your candidates' results to our benchmark of great & worst leaders, and get a sense of where they sit.
To ensure this is "gossip for the greater good", we put safeguards that keep the whole process in safe waters.
We get consent from candidates, frame our questions to avoid defamation risks, and we protect respondents' anonymity.
We use this to give you suggested interview questions for you to investigate further and make your own hiring choices.
Greatvine Insights builds on the great work from leading academics in the fields of management, organisational behaviour, psychology.
In no particular order, here is a non-exhaustive list of thanks to the researchers who guided the creation of Greatvine Insights: