Early Adopters Of AbilityMap Raise $30million In First Round Of Capital

Spurred by anticipation of great results, AbilityMap was adopted by around fifteen companies from its very inception. 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 product major release, they have used our tools across all their 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 that could operate within the 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 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 environment. Potential candidates were asked to complete an Ability Imprint to reveal their inherent capabilities and also preferences within an organisation. Using the same list of competencies, our client could now compare what the job required and what the individual was both capable of and had a preference towards. 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 far, far above average. An impressive $30million (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 [INSERT % HERE] 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.

Resources Used