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R-DTS: Research-Driven Talent Sourcing
Services

OUR SERVICES

We find, test, and deliver best in class talent, at home or overseas.
We distinguish ourselves by our…
Research based methodology for talent sourcing

Research-based methodology

Centered around identifying cognitive and behavioral traits that predict performance on the job

Data Science applied to talent sourcing

Data-science background

Designed a process that delivers a better experience for candidates while saving time and improving the output

We are not HR folks. We are data scientists and psychologists that researched talent sourcing to bring best in class ways to the craft.

Global reach talent sourcing

Global reach

We have resources to assist in the US and overseas, with coverage in Latin America and Southeast Asia

Testimonials

CLIENT TESTIMONIALS

Martin Madeo

Martin Madeo

Chief of Staff, IZBA

“I got to know R-DTS as a candidate, when Axel reached out to me for the Chief of Staff role that I applied to and currently hold at IZBA. Now at IZBA I coordinate the searches we do with R-DTS, so I have been through the process on both sides.

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As a candidate it felt the process was fair, was impressed by the rigor of the assessments, and appreciated receiving its results. The digitalization of information and videos also improved the experience.

 

As a hiring manager, the quality of the talent we receive is outstanding. We quickly receive a small amount of highly tested people, with plenty of information on them, making the time investment minimal and the decision easy.”

Methodology

The foundations of our methodology

Research on predicting performance

There have been thousands of peer-reviewed studies published on behavioral psychology, cognitive capabilities, and personnel selection. In the 90s a consensus has been reached, and every meta-study since has concluded time and time again on the same key criteria and methodology to follow to best predict objectively the potential on the job performance of a candidate.

Dimensions we consider

Cognitive capabilities

General Mental Ability (GMA) screening

Personality traits

OCEAN framework assessment

Motivational factors

Holland/RIASEC assessment

Covered in initial testing in all searches for all candidates

Hard skills

e.g., Python, Excel, Java, Tableau, etc.

role specific, only top folks

Behavioral Interviews

Structured or unstructured

Throughout the process

Why did we choose these dimensions for the initial testing?

The research is conclusive. What predicts performance and by how much is well studied, and we chose the top indicators of performance. Among these, Cognitive Capability (GMA) stands out as the single most valuable predictor, so all others are measured independently and also when used in combination with GMA to assess how much more predictive power the combination of both will bring. Hence, in literature, there are two measures for any dimension of evaluation:

  • Validity: the predictive power of a dimension by itself, measured as the % of the expected outcome that it explains

  • GMA+ % Gain: predictive power improvement from using a dimension not alone but combined with GMA

Best predictors of performance

Predictor

Validity

GMA+ %Gain

Cognitive Capability (GMA)

67%

N/A

Personality (OCEAN)

37%

+12%

Motivation (Holland)

34%

+11%

Behavioral Interview

56%

+11%

Commonly used poor predictors

Predictor

Validity

GMA+ %Gain

Referrals

23%

+6%

Years of experience

0%

0%

Years of education

20%

+4%

Ratings / Reviews

36%

+1%

Source: “The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 100 Years...”, Frank L. Schmidt, University of Iowa, 2016

Process

Our Process

Every step of our process is based on thorough research of how to assess a candidate’s potential to perform on the job, enabled with our data science background, and refined through years of experience iterating on the details.

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It excels at delivering best in class talent, generally within 10 days of kick-off, that is thoroughly tested when presented to the hiring manager, and requiring very little time from him/her.

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We rely on our process and assessments, not our intuition. 

Role and process definition

Align on job description (JD), timelines, requirements, and ideal candidate profiles

Word from you

Enrich the JD with videos from you to improve the experience for the candidate and smoothen the process 

Kick-off search

Mix of direct sourcing and LinkedIn post inbound, depending on seniority, geography, and confidentiality needs

Round 1 testing

Cognitive, behavioral, and motivational assessments to all candidates, identifying top talent without recruiter’s bias

Round 1 ‘chat’ with R-DTS

Only with top candidates, focused on ensuring good overall fit, alignment of expectations, and engaging them

Round 2 skills test

Specific skills required for the job, such as Python, Excel, Java, or whatever that may be for the position; generally 1 in 30/40 get here

Profile submission

Reduced pool of applicants submitted for interviews, generally 1 in over 100 make it here
Package will include all test results, candidate introduction video, CV/LinkedIn, and our takes

Company-led interviews

Candidate handed over generally for a final round interview panel that is company-led before offer is given

Follow-ups and learnings

Gather feedback from the company and incorporate learnings on future searches
Check-in on candidate progress, and if there is an early termination/departure kick off the search again for no charge

To learn more about our process and research behind it...
... look at this document that we put together to explain it in detail
About us

Our Team.

Contact

GET IN TOUCH

Let's Discuss Your Talent Needs

Ready to take your talent to the next level? Reach out to us to explore how our research-driven talent solutions can benefit your organization.

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