Early Adopters Of AbilityMap Raise $20million In First Round Of Capital

Spurred by anticipation of great results, AbilityMap was adopted by around fifteen companies well before our commercial launch in early 2018. A fortunate position, we know. One such adopter was (at the time) a small Australian tech company. From our first MVP to our upcoming third major product release, they have used our tools across their critical roles with incredible success, particularly in recruitment.

The Situation

Armed with an incredible product and with eyes firmly on global expansion, our client aimed to recruit high-performing individuals who could operate within the unique culture underpinning their previous success. The brief was clear. A resume attests to experience and gives retrospective insight into performance, but emulated success is not guaranteed without an in-depth understanding of a previous employer’s environment. An interview indicates “fit” but is heavily influenced by a new company’s subjectivity and individual bias. So how do you quantitatively predict an individual’s ability to perform within a given role?

The Solution

Our Job Profiler allowed our client to objectively define the specific requirements of available roles. The true shape of the hole was determined, so to speak, now to find the corresponding peg. A fundamental principle of AbilityMap is that performance is a function of both individual capability and, most importantly, the requirements of the environment in which they operate. Potential candidates were asked to complete an Ability Imprint to reveal their inherent capabilities. Using the same list of competencies, our client could now compare what the job required and what the individuals were capable of via their level of inherent preference. Reliable application of the Imprint to all meant significant subjectivity had been removed from the equation.
A fundamental principle of AbilityMap is that performance is a function of both individual capability and environment.

The SUccess

Their global team is now one hundred strong and retention rates are above average. An impressive $20million (USD) was recently raised within the first round of capital investment, and we are looking forward to observing how they utilise our upcoming product releases to continue their upward trajectory.


Statistics show that an incredible one third of individuals would not be rehired if the hiring manager had known what they do now. Clearly something is misaligned. Traditional recruitment practices are influenced heavily by subjectivity and often rely on false assumptions: previous success may not equal future success without the correct environment. And then there is the other side of the coin. Without a true understanding of the drivers of a performance in a role we don’t know what we are looking for at all. Our Want, Have, Need case study [link] delves deeper.
Do you (really) understand what you Want, Have & Need

Do you (really) understand what you Want, Have & Need

What capabilities does your company want, what capabilities does your company have and what capabilities does your company need? And what if the basic principles that underpin an organisation’s workforce planning are not fully understood, or worse, wrong?