6 PROCESS STEPS:
1. Schedule your orientation
2. Take Assessment (Click the link below)
- You should take this assessment if you are a:
- Hiring manager (person whom the new employee will report directly to)
- Top performer (currently doing the role who we might want to capture the “secret recipe” of what makes them successful)
- Plan for about 45 mins to complete. You do not need to complete it in one sitting.
- There is a Math and English section with right and wrong answers. It is designed so that only 2.5% of the population get them all done and get them all done correctly! It is difficult! Don’t feel bad if you struggle a little bit. 97.5% of the population struggles with it! Just do your best and be as genuine as possible.
- As you prepare to take this behavioral assessment, we want to encourage you to approach it with honesty and authenticity—just as you are. This isn’t a test you can “pass” or “fail,” and it’s not about finding the “right” answers. Instead, it’s designed to help us understand how you naturally think, work, and lead, so we can make sure any opportunity we explore together is truly the right fit for you—not just on paper, but in day-to-day reality. Using AI or outside input might seem helpful, but it can actually lead to a mismatch that doesn’t serve you in the long run. The best thing you can do is simply be yourself—because that’s who we’re genuinely interested in getting to know.
PXTS assessments cost $350 each. Ambassador Group covers the cost for the hiring manager and one top performer for each role in which Ambassador Group is engaged in a search. If you would like to assess additional members of your team, please mention so to Kim during your orientation.
3. Schedule your Individual Feedback Session
4. Build your position benchmarks to confirm fit
5. Invite Final Candidates
Ambassador Group will handle the logistics of the candidate taking the assessment and scheduling their Expert Assessment Review (EAR).
6. Analyze Candidate Reports
We will provide our insights and interview questions in time for your next interview.
- Compare candidates to your performance model (job)
- Compare candidates to the hiring manager
- Compare candidates to team
