Every organization has experienced it.
These are not hiring failures — they are development failures. The data needed to prevent them was gathered during the hiring process. Most organizations never use it. We help you use it from day one
Before a single interview takes place, you need a clear picture of what success looks like in the role. PXT Select builds that picture — measuring the cognitive ability, behavioral traits, and occupational interests that predict whether a candidate will thrive, not just perform adequately in the interview room.
Every candidate is evaluated against a role-specific performance model, not against each other or your gut read. The result is a concrete Job Fit score, personalized interview questions, and an Onboarding Report ready the moment they accept your offer.
The Onboarding Report from PXT Select is not a document to file. It is a conversation guide for the hiring manager — telling them specifically where friction is most likely, what this person needs in terms of structure or autonomy, and how to set the right expectations before misunderstandings become patterns.
In the first two weeks, the new hire completes an Everything DiSC assessment. Now both the manager and the new hire have a shared, non-threatening framework for talking about communication styles, working preferences, and potential blind spots — before they become problems.
A High-D manager with a new High-S employee has a specific dynamic to navigate. DiSC gives both people the language to have that conversation early and clearly, rather than discovering the friction six months in.
At the 30-day mark, the manager uses the DiSC Comparison Report to have a structured conversation about communication preferences and working styles. At 60 days, they assess how coaching and delegation are landing and adjust. By day 90, there is a clear, data-informed picture of the new hire’s trajectory — and a coaching plan grounded in evidence rather than guesswork.
Everything DiSC Management gives managers the framework to flex their coaching, feedback, and delegation style to what each team member actually needs. WorkSmart Manager Modules provide one-hour reinforcement sessions on giving feedback, managing conflict, motivating by style, empowering employees, and navigating change — so managers are not just informed, they are equipped.
The organizations that get the most from DiSC are the ones that build it into their culture — not just their onboarding checklist.
As your people become fluent in the DiSC language, natural next questions emerge: How do we handle conflict more productively? How do we develop our senior leaders? How do we build an internal DiSC practice that scales without depending on outside help every time?
Everything DiSC Certification gives your HR or L&D team the credential and capability to run DiSC programs internally — administering assessments, facilitating workshops, and generating group and culture reports through Catalyst. The Catalyst platform keeps DiSC alive in daily work, giving every participant ongoing access to their profile and personalized insights for working with specific colleagues.
Most organizations treat hiring and development as two separate processes. Hiring ends when the offer is accepted. Development begins — if it begins at all — somewhere around the 90-day mark. The gap between those two moments is where new employees form their first impressions of leadership, decide whether they made the right choice, and either engage or disengage.
The Hire to High Performer approach closes that gap by using assessment data from the hiring process as the foundation for onboarding, manager coaching, and early development. It makes the first 90 days intentional instead of accidental.
Ideally within the first two weeks. Once a new hire has completed their DiSC profile, both the manager and the employee have a shared, non-threatening framework for talking about communication preferences, working styles, and potential friction points — before those friction points become problems. A manager who is a high D can explain to a new high-S employee: “I may come across as direct in meetings. That’s not frustration — that’s just how I operate. Tell me if you need more context.” That one conversation, grounded in DiSC, can prevent months of misread signals.
Before the start date, the manager reviews the new hire’s PXT Select profile and identifies two or three coaching priorities for the first 90 days. In week one or two, the new hire completes their DiSC assessment and the manager shares their own DiSC profile in a brief one-on-one — establishing the relationship dynamic early.
Yes — and in some ways it matters more for remote and hybrid teams. When employees are not in the same physical space, the informal relationship-building that happens naturally in an office doesn’t occur. Misread communication styles persist longer because there are fewer opportunities to course-correct in real time.
DiSC and PXT Select give remote managers and their new hires a structured way to build that understanding deliberately — even across time zones.
The Catalyst platform makes this particularly effective because both the manager and the new hire can access their profiles and comparison reports from anywhere, at any time.
