Saiyō framework
The Candidate Quality Index
A calibrated shortlist quality score across signal, evidence and fit.
What the framework says
Quality is a body of evidence, not a gut call. The index scores seven signals across three phases. Before the shortlist: market signal, are they genuinely among the strongest people in the mapped market, and context fit, have they operated at this stage, deal size and level of ambiguity. In process: competency evidence against the scorecard, real motivation that survives a counter-offer, and interview conversion at or above the bar. After the offer: acceptance first time without a fee or package rescue, and early performance ramping on plan at three and six months. No single signal is a reliable proxy for quality; the index is the signals scored together.
When to use it
Shortlists feel inconsistent, or hiring managers and recruiters disagree on what a strong candidate looks like.
How to apply it
- 1Agree the seven signals with hiring managers before the search opens, not at shortlist review.
- 2Score every shortlisted candidate on all seven and share the scores with the panel.
- 3Look at the shape of the evidence rather than a single standout signal.
- 4Revisit the post-offer signals at three and six months to calibrate the earlier ones.
The common mistake
Treating one signal, usually pedigree or interview performance, as a proxy for the whole picture.