Built for Agencies and Recruiters

Better-fit candidates.
Fewer surprises after the start date.

A structured hiring process that matches candidates to roles across 8 dimensions — built for recruitment agencies and independent recruiters who want to reduce fallout, deliver more defensible selections, and produce more inclusive outcomes.

See how it works ↓

8Fit dimensions
2-4 hrsActive work time*
<24 hrsReport delivery

*Excludes candidate interviews and job posting window. Application collection timelines vary by role and market.

The gap

Most hiring processes are built to fill roles, not match people.

When a placement falls apart at 90 days, the agency absorbs it. When the shortlist doesn't land, the relationship suffers. Both trace back to how the role was defined before a single application came in.

Job ads that attract the wrong people
Vague postings attract high volume and low signal. The right candidates self-select out — or never see themselves in the description at all.
Screening without a consistent standard
When each candidate is evaluated differently, selection decisions can't be defended. The hiring manager's gut call overrides the recruiter's judgment.
One dimension, not eight
Most screens focus on skills and credentials. Values, work style, reward expectations, and environment fit are checked — if at all — in a final interview that's too late to matter.
Replacements that damage the relationship
A replacement clause protects the client. It doesn't protect the agency's credibility or the time already spent. Prevention is cheaper than the guarantee.
The process

From role clarity to confident selection.

Five structured steps. Each one builds on the last. The same 8 dimensions run from job ad to final selection — so every candidate is assessed on the same criteria the role was built around.

1
15–30 min
Intake
We send you a Role Profile Worksheet before the session. It surfaces what you know, what you're assuming, and where the gaps are — before we meet.
2
30-50 min
Job Ad Session
In a virtual session, we walk through all 8 dimensions that predict fit. You provide the reality of the role. We build the ad together using activity-based language that helps the right candidates say "that's me" — and helps others self-select out.
3
Same day
Job Ads Ready to Post
You receive formatted versions for Indeed, LinkedIn, and your company site. Post and collect applications.
4
Minutes to hours per batch
Structured Screening
Resume analysis runs in minutes to a couple of hours depending on volume. Every candidate is assessed on the same job-relevant criteria using our Screening Agent — consistent questions across all 8 dimensions, with follow-ups adapted to each candidate's responses. Question framing is compliant with the Canadian Charter of Rights and US Civil Rights standards. The match record is documented in real time, so you can advocate for candidates who might otherwise be overlooked.
5
Reports within 24 hrs
Selection Decision
Reports are delivered within 24 hours of analysis — QA reviewed before handoff. Hiring decisions are tied to documented match data across all 8 dimensions. When a hiring manager raises vague concerns, you can point to the record: "They aligned on 7 of 8 dimensions. Which specific job requirement concerns you?" Better-documented selections produce better fit. Better fit reduces early turnover.
Why it works differently

What you get back isn't just better candidates. It's time — and candidates you would have missed.

A typical recruiter spends 15 minutes reviewing each resume that clears initial screening, then another 20–30 minutes per candidate confirming basic interest before a screen. Across 10–20 candidates per role, that's 10 or more hours — before a single substantive conversation happens. Mutual-Fit runs that analysis across every applicant, not just the ones who looked right on the surface.

01
Every applicant. Not just the obvious ones.
We analyze every resume against the role requirements — the full applicant pool, not a pre-screened subset. Candidates with transferable skills from another industry, or experience under a different job title, get the same rigorous evaluation as the textbook match.
02
Work activity, not job title.
Most platforms match on job titles and keywords. Ours matches at the level of what candidates actually do — the work activities their experience demonstrates — mapped against what the role actually requires. A candidate who built financial controls in a non-profit and one who did it in a bank look very different on a keyword screen. At the work-activity level, they may be functionally equivalent. Based on our review of the person-job fit research and existing platforms, we haven't found another system doing this kind of matching.
03
Consistent standard across the pile.
Human reviewers slow down, get fatigued, and shift their criteria without noticing. The process doesn't. Every candidate is held to the same role-specific standard from the first resume to the last — which reduces bias and surfaces candidates who would otherwise be missed.
04
Closes the expectation gap.
Most early turnover isn't about skills. It's about misaligned expectations — what the role actually involves versus what the candidate thought they were accepting. Mutual-Fit builds that clarity in before the offer, not after the start date.
10+ hrs
Saved per role on resume review and candidate interest confirmation. Based on 15 min/resume and 20–30 min/candidate to confirm interest, across a typical shortlist of 10–20 candidates — while we analyze the full applicant pool, not a pre-screened subset. That time goes back to you.
The framework

Eight dimensions. Both sides of the match.

Most hiring processes measure one or two dimensions. Mutual-Fit maps the candidate's profile against what the role actually requires — from skills to values to environment fit.

01
Vocational Interests
What the work is vs. what the candidate is drawn to
02
Knowledge & Skills
What the role requires vs. what the candidate brings
03
Abilities
Bona fide requirements vs. candidate capacity
04
Work Style
Manager expectations vs. how the candidate works
05
Work Values
Organizational values vs. what the candidate needs
06
Reward Needs
Compensation offered vs. what motivates
07
Environment Preferences
Work context vs. candidate's environment needs
08
Challenge Tolerance
Realistic challenges vs. candidate's stretch capacity
For agencies and independent recruiters

What you receive with every role.

Rhealize does the analytical work in the background. You stay in the client relationship. We provide the process infrastructure.

Your brand. Your client relationship.
Everything we deliver is white-label ready.
Your clients work with you. Rhealize does the analytical work in the background — not on the letterhead, not in the room. Every report, job ad, and screening output is presented under your brand. You own the relationship.
White-label
by default
Role Profile
A verified occupational profile with dimension weights calibrated to the specific role — not a generic template.
Job Ad (3 platform versions)
Activity-based, gender-neutral language. Formatted for Indeed, LinkedIn, and your company site. Ready to post same day.
Candidate Alignment Guide
Per candidate: a scored profile across all 8 dimensions. Plain-language rationale your client can read and act on.
Screening Agent
Consistent questions across all 8 dimensions. Adapts follow-ups based on responses and documents the match record in real time.
Selection Report
Documented match data for your shortlist. Something you can hand to a hiring manager — or defend to a disappointed stakeholder.
Canada and US coverage
Role profiles draw from O*NET (US) and NOC 2021 (Canada). Question framing compliant with Canadian Charter of Rights and US Civil Rights standards.
In practice

What the methodology produces.

"The value Rhealize brought far exceeded my expectations. Their ability to deeply understand both the requirements of a role and the nuances of our organizational culture made them an invaluable partner."
Lisa Munro  ·  Executive Leader, Edmonton
On one engagement, a single language shift — from "project management" to "process management" in the job description — changed the candidate profile entirely. It reoriented the search toward candidates with strong follow-through and cyclical activity management, rather than one-and-done project execution. That kind of precision starts at role definition, before a single application comes in.
Founding partner
Prepared for Duty HR & Recruitment Services
Municipal and emergency services recruitment specialist. Active pilot partner.
Beyond the Pilot
Want to see where this leads?
The pilot is step one. Where This Leads shows what happens when the same framework runs at speed — including the Friday afternoon scenario every recruiter knows too well.
See where this leads →
Pilot partner cohort

We're building with a small group of agencies and recruiters first.

Mutual-Fit Hiring is running as a structured pilot with a limited number of recruitment agency and independent recruiter partners. Pilot partners work through the full process on live roles — with direct access to Rhealize and input into how the program develops. Spots are limited and selected based on fit.

We review applications and follow up within 3 business days. No automated sequences — a real conversation about whether this is a fit.

© 2026 2309225 Alberta Ltd. o/a Rhealize Strategic Talent Advisory. All rights reserved.

Pilot partner cohort

We're building with a small group of agencies and recruiters first.

Mutual-Fit Hiring is running as a structured pilot with a limited number of recruitment agency and independent recruiter partners. Pilot partners work through the full process on live roles — with direct access to Rhealize and input into how the program develops. Spots are limited and selected based on fit.

We review applications and follow up within 3 business days. No automated sequences — a real conversation about whether this is a fit.

© 2026 2309225 Alberta Ltd. o/a Rhealize Strategic Talent Advisory. All rights reserved.