Nav — Mutual-Fit Hiring
Mutual-Fit™ Hiring Pilot

You can't hire well for a role
that isn't defined.

The mismatch starts before the search does.

Fork — Mutual-Fit Hiring
For Recruitment Agencies

Your shortlist is only as strong as the brief that built it.

When the role isn't defined properly, the hiring manager rejects your shortlist at first glance. You carry the costs of this lack of clarity.

or
For Employers

Know exactly who you need before anyone applies.

Vague job descriptions produce vague candidates. Eight dimensions of fit, built into every search from day one.

Stat Bar — Mutual-Fit Hiring
8Fit Dimensions
15+Hours Saved Per RoleResume review & interest confirmation
24hReport Turnaround
2–4 hrsYour Time Per RoleExcludes candidate interviews and job posting window

Application collection timelines vary by role and market.

The Gap

Where hiring goes wrong starts with the brief.

The ad attracts the wrong people

Vague ads bring a lot of applications — most of them wrong. The right candidates never see themselves in the description.

No consistent screening standard

Without a clear standard, every decision is subjective. The hiring manager's gut overrides your judgment.

One dimension, not eight

Most screens stop at skills. By the time values and working style come up, the decision is nearly made.

Every failed replacement erodes relationships

Your replacement guarantee protects the client. It doesn't protect your credibility or the time you've already spent.

The Mutual-Fit™ Method

Eight dimensions. Both sides of the match.

Most hiring screens for one or two things — keywords and years of experience. Mutual-Fit assesses eight dimensions of fit, on both the candidate side and the role side. Every engagement starts here.

The Process

Where the time is saved.

How It Works Now
How It Works With Mutual-Fit
1
Client Briefing
Based on the last person in the role. Gut feel. Assumptions undocumented.
Better
brief
Discovery Call
Role defined across all 8 Mutual-Fit™ dimensions.
15–30 min
2
Write Job Ad · Post · Wait
Keywords and credentials. Attracts high volume, lots of unqualified candidates.
Better
ad
Job Ad Review · Post
Built from role definition. Better-fit candidates self-select in. Poor-fit candidates self-select out.
Next day · Applications collected
3
Manual Resume Review
  • Unsure whether good candidates are being filtered out by ATS
  • Hours spent reading resumes (15 min. per resume average)
  • Uncertainty about candidate fit leads to more screening calls
  • Getting ghosted by candidates
15+ hrs
saved / role
Mutual-Fit™ Resume Review
  • All 8 Mutual-Fit™ dimensions
  • No filtering — every candidate is assessed
  • Any resume source — job posting or agency database
Delivered to recruiter in minutes:
  • Matching report on all candidates
  • Candidate Interest Confirmation (CIC) template
  • Interview and referral question suggestions
Spend your screening time on candidates who confirm they want the role before you call.

Ready to run your next search this way?

Apply to the Agency Pilot →
html
White-Label
by Default

Your clients see your work. They don't see us.

Every report, job ad, and candidate output arrives under your firm's name and logo. You own the relationship.

Role Profile

A profile of what the role actually requires, with the most important factors clearly identified.

Job Ad (Multi-Platform)

Activity-based, gender-neutral, formatted for Indeed, LinkedIn, and your company site.

Candidate Alignment Guide

A scored report across all 8 dimensions, with a clear explanation of why each candidate fits or doesn't.

Interview Guide

Structured interview questions built from the role. Follow-ups that go deeper where it matters.

Selection Report

Documents the rationale behind your recommendation. Your shortlist, backed by evidence.

Canada & US Coverage

Built on Canadian and US occupational databases. Works for roles in both countries.

In Practice

What Mutual-Fit produces.

"Relying on keyword screening made me uncomfortable, particularly for municipal roles where important experience is easily missed. Mutual-Fit gives all candidates who apply the opportunity to present their full story rather than being reduced to search terms."

Cindy Moretti
Founder, Prepared for Duty HR & Recruitment Services — Municipal and emergency services recruitment specialist
Founding Partner
Prepared for Duty HR & Recruitment ServicesMunicipal and emergency services recruitment specialist — Western Canada
What Your Recruiter Receives

See the deliverables before you decide.

Every Mutual-Fit engagement produces a complete package — from job ad through candidate recommendation. Here's what that looks like.

Deliverable 4
Candidate Dashboard

Every candidate in one view. Match-to-role ratings across all 8 Mutual-Fit™ dimensions, plus a plain-language summary per candidate.

Chen, Mei-Lin81%
Olsen, Karla77%
Fehr, Jason72%
+ 2 more candidates8 dimensions each
Deliverable 6
Candidate Interest Confirmation

Sent to shortlisted candidates before the screening call. Non-negotiables disclosed upfront. Only candidates who confirm interest proceed.

⚠ Non-NegotiableEvening & Weekend Availability
⚠ Non-NegotiableVulnerable Sector Check
+ Compensation, work description, and candidate decision

Job ad, role story, reference check probes, individual candidate analysis, and more.

See What Your Recruiter Receives →

Want to know if this pilot is right for you?

  • You specialize in a niche
  • You want to keep your brand front and center
  • You're frustrated with ATS keyword screening but haven't found a better answer
  • A failed placement is a significant risk to your business — not just a replacement fee, but a client relationship
  • You want to explain your process, not just your results
  • You're concerned about missing good candidates through the filtering process
Apply to the Agency Pilot →
← Back to Mutual-Fit HiringSample Package

What your client receives from every engagement.

Six deliverables. Built from one role definition. Every output is white-labelled under your agency name.

Sample RoleCommunity Safety Coordinator
EmployerMunicipal Government (Western Canada)
Candidates Assessed7 applicants
Deliverable 01

Role Profile

A profile of what the role actually requires — built before the search begins. Every other deliverable is derived from this document.

Sample Excerpt

Document Type: Role Profile

Community Safety Coordinator

Occupational Blend
Community Service Worker 60%
Bylaw Enforcement Officer 40%
Work Environment
Field-based with office reporting requirements
Significant time outdoors, in vehicles, and at community sites. Low tolerance for fully desk-based candidates.
Work Style & Manager Expectations
High autonomy, low daily supervision
Manager reviews outcomes weekly. Candidates who require frequent direction will not succeed in this structure.
Bona Fide Abilities
De-escalation and conflict resolution under pressure
Role involves enforcement conversations. Candidate must demonstrate composure in adversarial situations — non-negotiable.
Reward Needs
Mission and community impact — not compensation-primary
Compensation is fixed at municipal grid. Candidates motivated primarily by financial advancement are poor fits.
Deliverable 02

Job Ad (Multi-Platform)

Activity-based, gender-neutral language. Formatted for Indeed, LinkedIn, and your client's careers page. Derived directly from the Role Profile.

Sample Excerpt

Document Type: Job Advertisement

Community Safety Coordinator

Opening
The City is looking for a Community Safety Coordinator who is comfortable working independently in the field and skilled at navigating difficult conversations with members of the public. This role involves enforcement, education, and relationship-building in equal measure — you will be the city's presence in neighbourhoods, parks, and community sites across the region.
What You Will Be Doing
In a typical week, you will:

Respond to community safety concerns and conduct site visits to investigate complaints. Engage with residents, business operators, and community organizations to explain bylaws and resolve issues without escalation where possible. Document incidents, prepare written reports, and maintain accurate case records. Collaborate with enforcement officers when situations require formal action.

This role spends approximately 70% of time in the field and 30% in the office. A valid driver's licence is required.
Indeed
LinkedIn
Client Careers Page
Deliverable 03

Candidate Alignment Guide

Every applicant assessed across all 8 dimensions. No filtering — every candidate is reviewed. Mismatches are conversation prompts, not elimination gates.

Sample Excerpt

Candidates Assessed: 7 Total

Community Safety Coordinator — Candidate Alignment

Okafor, Emmanuel
7 yrs municipal experience — Community programs and bylaw support
84%
Work Environment
92%
Work Style
88%
Bona Fide Abilities
80%
Reward Needs
76%
Summary: Strong match across environment and autonomy dimensions. Reward profile is mission-driven. One area to probe: the enforcement component is heavier than prior positions — confirm comfort with formal enforcement conversations.
Tremblay, Isabelle
5 yrs — Social services and community outreach
68%
Work Environment
74%
Work Style
70%
Bona Fide Abilities
52%
Reward Needs
74%
Summary: Strong community orientation and outreach background. The enforcement dimension is a notable gap — prior roles have been advisory only. This is a conversation to have, not a reason to pass.
Deliverable 04

Interview Guide

Structured questions built from the Role Profile. Follow-ups that go deeper where the dimension analysis flagged risk.

Sample Excerpt

Interview Structure: 8 Questions Total

Community Safety Coordinator — Interview Guide

Question 01
Bona Fide Abilities — Conflict De-escalation
Tell me about a time you had to deliver a message someone didn't want to hear — in a public or community setting. How did you handle it, and what happened?
Follow-up Questions
What was the other person's initial reaction?
How did you know it was resolved — or that it wasn't?
Is there anything you would handle differently now?
Question 02
Work Style — Autonomy & Self-Direction
Describe a period where you were largely on your own to manage your priorities — no daily check-ins, no close supervision. What worked well, and what was harder than expected?
Follow-up Questions
How did you decide what to focus on when everything felt urgent?
What did you do when you were unsure whether you were on the right track?
Question 03
Reward Needs — Motivation & Mission Fit
What draws you specifically to a role in municipal services — as opposed to a similar role in the private sector or a non-profit?
Follow-up Questions
What would make you feel like you'd had a good week in this role?
What would make you want to leave within the first year?
Deliverable 05

Selection Report

Documents the rationale behind your shortlist recommendation. Your clients can defend the decision — and so can you.

Sample Excerpt

Selection Recommendation

Community Safety Coordinator — Final Report

Recommended for Shortlist
Emmanuel Okafor
84%
Recommendation Rationale
Okafor's background in municipal community programs gives him direct exposure to the environment, stakeholder dynamics, and reporting cadence this role requires. His autonomy profile is strong — prior roles included territory management with weekly rather than daily manager contact. His reward orientation is mission-primary, consistent with the fixed municipal compensation structure. The enforcement dimension is lighter in his background than the role requires, but his documented experience in conflict-adjacent situations provides a reasonable basis for the recommendation.
Interview Focus Areas
Formal enforcement experience is limited to advisory roles. Confirm comfort with issuing written notices and attending administrative hearings if required.
Candidate's most recent role was team-based. Confirm preference for and history with autonomous field work over extended periods.
Deliverable 06

Candidate Interest Confirmation

Sent to shortlisted candidates before the screening call. Non-negotiables disclosed upfront. Only candidates who confirm interest proceed.

Candidate Interest Confirmation
Community Safety Coordinator
Municipal Government — Western Canada Region
Before we speak, please review the following
Non-NegotiableValid Class 5 Driver's Licence
Field travel is daily. A valid licence is required before start date.
Non-NegotiableCriminal Record Check — Vulnerable Sector
Required for all roles with community access. Must be completed before offer.
Non-NegotiableOccasional evening and weekend availability
Community events and enforcement responses occur outside standard hours. Approximately 4–6 times per year.
Compensation
Salary Range$62,000 – $71,000
BenefitsMunicipal extended health and dental
PensionDefined benefit — LAPP
LocationOn-site / Field-based. No remote option.
Your Response
This form is sent by your recruitment agency partner. Your response will be shared with them directly.

Ready to run this on your next search?

Apply to the pilot and we'll build your first Role Profile together.

Apply to the Agency Pilot →

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

mutualfit.carrd.co

Start the conversation.

Mutual-Fit Hiring Pilot

Tell us about your practice.

We'll follow up by the next business day. No pitch. Just a conversation about whether this is a good fit for your practice.

You'll hear from a person, not a sequence.

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

mutualfit.carrd.co

Employer Path
For Directors and VPs of HR

The role description is where most hiring problems start.

Interviews that go nowhere. No shared definition of what a good candidate looks like, so no one can decide. Or someone gets hired who turns out to be wrong.

The hiring manager and the decision maker aren't aligned. One sees a strong candidate. The other has a different definition of the role — one that was never written down.

People who leave within their first year. Right on paper. Wrong on work style, environment, or what was actually required.

Decisions you can't defend. When a hire doesn't work out, the question is always: what did we actually screen for?

Mutual-Fit Hiring works through your agency partner where possible. If you manage hiring internally and have the volume, we work with you directly.

Start the conversation.

We'll follow up by the next business day. No automated sequences.

You'll hear from a person, not a sequence.

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

mutualfit.carrd.co