Most hiring decisions are made under pressure rather than structure. Troxx builds the infrastructure that changes that.
Start Your Assessment
30-Question Diagnostic
Five Dimensions of Risk
Scored Risk Profile
Personalised Decision Pathway
Boardroom-Ready PDF Report
The problem
Most growing businesses are already in hiring risk before they know it.
Urgency overrides judgment
When a role opens the pressure to fill it overrides the discipline to fill it well. The result is a decision made on instinct rather than evidence.
Process starts too late
Most hiring processes begin with sourcing when they should begin with preparation. By the time a candidate is in front of you the expensive mistakes have already been made.
The cost arrives after
A failed hire at management level typically costs between one and three times the annual salary of the role. Most businesses absorb that cost without ever understanding what caused it.
The solution
A structured diagnostic before every hire.
Hiring Risk Self-Assessment Kit
A 30-question diagnostic across five dimensions of hiring risk. Work through it in 25 minutes. Receive a scored risk profile, a personalised decision pathway, and a boardroom-ready PDF report.
$197
Start Your Assessment
Redirects to secure checkout.
How it works
01
Answer 30 questions
Work through five dimensions of hiring risk in approximately 25 minutes. Answer honestly for one specific role.
02
Receive your risk profile
Your answers generate a scored profile across all five dimensions with an overall risk band — green, amber, or red.
03
Download your report
A personalised decision pathway and a boardroom-ready PDF report generated automatically. Share it with your leadership team or board.
Every report is different, because every answer is.
Here’s the same dimension, scored two different ways — this is a sample for illustration; your own report is generated entirely from your own answers.
Pipeline Readiness — 4/12
Pipeline readiness is a critical gap. There is currently no clear picture of where the right candidates are, no multi-channel sourcing strategy, and no outreach narrative prepared. Beginning a search from this position means starting from zero in the market — the most time-consuming and expensive way to find the right person for any role.
Pipeline Readiness — 10/12
Your pipeline infrastructure is prepared for this search. You have a clear picture of where the right candidates are, multiple sourcing channels identified, and a compelling outreach narrative ready for whoever conducts the search. The conditions exist to reach the right people within a realistic timeframe.
WHAT BUSINESSES SAY
What businesses find when they look.
“We thought we were ready to hire. The assessment highlighted a few decisions we hadn’t actually made around the role and who would make the final call. It was useful to have those gaps surfaced before we started the search.”
Founder & COO, 30 person B2B software company
“The report went further than just giving us a risk score. It showed where the gaps were and gave us a clear pathway to address them. In our case, pipeline readiness was the issue, which gave us something very specific to work on.”
Director of People & Operations, 18-person consumer business
“We had a job description, so we assumed the role was defined. The assessment made us realise we hadn’t really agreed what success looked like in the first six months. We went back and fixed that before starting the search.”
Founder, 22-person cybersecurity consultancy
“We had a fairly fixed view of the salary and the person we wanted. The assessment made us question whether those assumptions were realistic for the market. We recalibrated before taking the role out.”
Commercial Director, 45-person specialist manufacturing business
“We had several people involved in the hiring decision, but not necessarily the same definition of a good candidate. The assessment prompted us to agree the criteria and decision rights before interviews started.”
People Director, 110-person accountancy services firm
“We realised we were trying to solve a sourcing problem when the bigger issue was the role itself. We tightened the brief, reviewed the salary range and changed the sourcing plan before going to market.”
VP Operations, 55-person logistics technology company
