Game-Changing Hiring: Data, Culture, and the Science of Fit

Claire Monroe

Hey everyone, welcome back to The Science of Leading. I’m Claire Monroe—and, yep, I’m here with the one and only Edwin Carrington. Edwin, how’s it going?

Edwin Carrington

Doing well, Claire. Always good to be here—especially when we’re diving into something this important and misunderstood: hiring.

Claire Monroe

Yeah, totally. I mean, it’s one of those things that—like—it keeps coming up, right? Companies still lean on résumés and gut feeling, even though… we know experience alone doesn’t really predict whether someone’s gonna thrive. So… why are we still stuck in that loop?

Edwin Carrington

It’s a fair question. I think part of it is just—habit. You know, there’s a comfort in scanning a CV, doing a quick chat, and thinking, “Yeah, they seem solid.” But gut instinct? That’s a pretty weak predictor of success. Most traditional interviews barely scratch the surface. They miss the big stuff—adaptability, motivation, real cultural alignment. And that’s where it usually unravels.

Claire Monroe

Ugh, yeah—I’ve seen that go wrong. I worked at this startup once—crazy fast pace, tons of pressure—and we hired this guy who looked amazing on paper. Like, stacked résumé, nailed the interview, the whole thing. But a month in? Total flop. Couldn’t roll with the chaos, didn’t click with the team… just kinda… fizzled. And I remember thinking, “Wait, how did we miss that?”

Edwin Carrington

That’s actually a classic case. On-paper credentials don’t show how someone handles setbacks—or whether their drive matches your team's. It’s the hidden stuff that really matters. That’s why we’ve talked before about digging deeper. Asking, not just, “Can they do the job?” but, “How do they show up when it gets hard?”

Claire Monroe

Right. So it’s not that experience doesn’t count—it’s just… not the whole story. And if all you’re doing is skimming the surface, you’re missing the parts that actually tell you whether someone’s gonna stick—or just kinda hang around and bounce.

Edwin Carrington

Exactly. That’s where a lot of hiring goes off-track. It’s not about guessing—it’s about building a process that pulls back the curtain. Something repeatable. Reliable. That gives you real insight—not just a vibe.

Claire Monroe

Okay so… let’s get into how you do that. One shift I love is using behavioral assessments. Like, with OAD for example—you’re not just looking at someone’s job history. You’re seeing how they think, what drives them, how they deal with stress. It’s not replacing interviews—it’s just… adding a whole extra layer of clarity.

Edwin Carrington

Absolutely. And when you pair that with real-world challenges? Even better. Instead of asking, “Are you good at solving problems?”—you give them one. Something that mirrors the role. It’s way more telling.

Claire Monroe

Yeahhh, totally. I’ve seen companies use those, like, job simulations—and it’s night and day. Edwin, do you have a favorite kind of challenge that just—shows you who someone really is?

Edwin Carrington

Sure. One of the simplest ones is just: give them the job. Or at least, a slice of it. For sales—it might be a quick mock pitch. For tech—an actual code problem. For managers—a team conflict scenario. And the magic isn’t just in what they do—it’s how they tackle it. Do they ask smart questions? Do they think through it clearly? That tells you a lot more than a polished CV ever could.

Claire Monroe

And it saves so much time. I mean, I’ve watched companies spend, like, four rounds interviewing someone… only to realize at the very end, “Oh—they’re not a fit.” If you use smart screening early, and throw in a challenge? You weed out the mismatches way faster.

Edwin Carrington

Exactly. It’s not just about speed—it’s about fairness, too. When you use data-backed tools instead of going with your gut, you reduce bias. And when you combine all that—assessments, structured interviews, real-world tasks—you get a much sharper picture of who’s really a match for your team.

Claire Monroe

Totally. We’ve talked about this in past episodes—how structured interviews, assessments… all that can really level the playing field. It’s not about hiring your “favorite”—it’s about hiring someone who’s built for your world.

Edwin Carrington

Exactly. And when you get it right—you’re not just filling seats. You’re building a team that lasts.

Claire Monroe

Alright, let’s talk about culture fit—because “fit” gets tossed around so much, and sometimes it’s just... shallow. Like, how do you actually figure out if someone really aligns with your company before you bring them in?

Edwin Carrington

Great question. Real culture fit—it’s not about, “Would I grab coffee with them?” It’s: Do they share your values? Do they work the way your team works? First, get clear on what your culture actually is. What do you reward? What’s non-negotiable? Then, you bake that into your process. Behavioral interviews, team-based tasks—even peer interviews. It’s all about seeing them in context. And onboarding? That’s a big one too. It’s how you help people really land and start adding value.

Claire Monroe

Yeah, that makes so much sense. I’ve read about places like Zappos and Netflix—how they go hard on culture. Zappos even offers new hires money to quit if it’s not the right fit, which sounds… wild. But also? Kind of brilliant. Like, let’s make sure this works before it gets messy.

Edwin Carrington

Exactly. And part of that is thinking ahead. Don’t just hire reactively—build a talent pipeline. Keep in touch with people you admire, stay active in your network, show up at events. That way, when you do have an open role, you’re not starting from zero.

Claire Monroe

And onboarding—oh man. That’s the step so many companies kind of… phone in. But it’s what turns a “good hire” into someone who sticks. When you take onboarding seriously, you boost engagement, lower turnover, and just—make people feel like they belong.

Edwin Carrington

Exactly. And the numbers back that up. Structured onboarding leads to stronger performance and better retention. It’s not just, “Here’s your laptop.” It’s setting expectations, building trust, and reinforcing what your culture’s really about.

Claire Monroe

So to wrap things up… if you want hiring to be a strength—not a stress—you’ve gotta go deeper. Use real data. Focus on actual job skills. Build your bench early. And please—please—invest in onboarding. It’s not always easy, but man, it’s worth it.

Edwin Carrington

Couldn’t have said it better, Claire. And for anyone listening—remember, hiring’s not a guess. It’s a science. And the more intentional you are, the stronger your team will be.

Claire Monroe

Thanks so much for joining us today. Edwin, always a pleasure. And to all of you tuning in—we’ll be back soon with more on building smarter teams and better workplaces. Take care!

Edwin Carrington

Thank you, Claire. Goodbye everyone—and hey, if you’re curious how tools like OAD can help you hire smarter and faster, head over to o-a-d-dot-a-i to test it out for free. Until next time.