About Us

Susan Stamm

My most memorable hiring experience was not my own but a colleague’s who came to work on my team. This was early in my career and the job was business-to-business sales without sales leads. In other words, every call was a cold call. I loved it and was pretty successful at it! Our sales team was skilled and when Diana joined our team we were asked to mentor her for her first 2 weeks. Then the company cut her loose.

Diana was sincere and thoughtful; we all liked her. She often brought food to share at our weekly meetings and was always pleasant. After a few weeks on the job however, she began showing signs of stress. She had three car accidents in her first 2 months: nothing major, but accidents for which she was responsible. She became quiet and seemed depressed. I watched her go from being confident and having high self-esteem to being quiet and withdrawn. She was let go pretty quickly and we never saw or heard from her again. Sometimes I think of her and wonder if she was able to recover her self-confidence and find a job that was a better fit.

Richard Stamm

It is hard to believe that I once took a job as a head-hunter! Had I better understood the requirements of the job and how it was in conflict with my real passion for counseling and helping others…I would have run the other way.
I had a background in Vocational Rehabilitation and was excited about applying my skills and knowledge to this new role. I spent a great deal of time with my clients and coached them, providing lots of ideas on how they could find jobs on their own when I could not offer them something that was a good fit. I ended up spending more time coaching people than successfully finding hires for our clients. I loved the relationships I was building and that I was helping others. I did not realize however that this was a sales job, not a counseling job. When I understood what was really required, I realized it was a terrible match for my skills and interests. The owner and I mutually agreed to have a parting of ways pretty early in my career as a head-hunter.

Sarah Stamm

During college I applied to all of the local restaurants that were hiring around campus. Most of them, overwhelmed with college applicants, never even contacted me. One, a small, hip pizza shop focused on fresh, healthy toppings and a fun atmosphere called me back right away. Encouraged by the quick response and a philosophy that seemed in-line with my own, I quickly scheduled an interview.
Upon arriving at the shop, I was greeted by the store supervisor who, somewhat pompously, described his role at the store as he escorted me to the office. Expecting to sit at a desk and look over my resume with a head manager, I was very surprised when I was instead led to a computer monitor at standing level in the corner of a very crowded and tiny room that felt more like a closet. It was at this point that I discovered I would be having a Skype interview with some sort of regional manager miles away.
Unprepared for this sort of an interview, I felt confused and a few steps behind during the entire conversation. I left doubting the local store supervisor’s ability to run the shop without much guidance and left knowing I would not come back. A few weeks later, the pizza shop had a fire and closed down for weeks. I was happily employed elsewhere.

Robert Jackson

My role as the former director of a government internship program focused on the importance of proper employee on-boarding and mentoring.  Although these interns were hired through civil service testing and an interview process, it was my responsibility to guide masters’ graduates through the management maze that is state government employment.  Some fought the system and left government work while others thrived in the public service environment.
My most encouraging moments were watching those green interns graduate from the one-year development program and be selected by state agencies to serve in their first management positions.  My greatest joy now is to reflect on the careers of many of those former interns who are now division or bureau directors as well as deputy secretaries in state agencies. This job was a great fit for my skills and interests!

We are people too! Our team has had hiring experiences along the way which have opened our eyes to the importance of this critical function. Hiring is the beginning of a relationship with your organization and one that, if not done properly, can cost the organization in many ways.
Our 30 years of organizational and team development experience supports the use of a tool like PXT Select™. It’s based on Adaptive Testing to give you the most accurate of results.

Our services include:

847-259-0005 | Email
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The Process


  • Get a clear picture of candidate’s thinking style, behaviors, and interests, giving you a meaningful edge in making the right hiring decision.
  • Start the selection process on the right foot. Explore an expanding library of job functions to which you can compare candidates.
  • Interview with confidence! Ask tailored questions and keep an open ear for “what to listen for” based on a candidate’s assessment results.
  • Identify ways to enhance performance and maximize an individual’s contribution to an organization.
  • Match people with positions in which they’ll perform well and enjoy what they do.
  • Reduce turnover and boost employee engagement, which results in happier employees!



Tools to meet your hiring needs

When you choose PXT Select™, the process may begin with hiring, but the reports cover a range of needs going forward. No additional purchase necessary.

Hiring - PXT Select™ offers over 140 customizable performance models to meet all your hiring needs. It assesses the applicant in three key areas: Cognitive, Behavioral and Interest to provide a comprehensive look at how they will fit the requirements. Here are the reports that will aid you in hiring:

Onboarding - Now that you have made a great selection, you want to bring that person into your culture. The reports below provide a great introduction to the team and the new manager. Taking time to look at the individual results in conjunction with some coaching from the new manager will ensure an easy transition that is focused on new goals.

Career Planning and Development - Are you missing the opportunity to retain your key people because you are not offering career planning? Included in this suite of reports are great tools to help you see where employees are a good fit or how they can grow into new roles for which they aspire.

Succession Planning - Looking to fill your leadership pipeline? Why not examine the talent you have been investing in within your organization. Use the reports below to examine the potential for your upcoming needs.

Coaching - Your employees need support. They are always growing and aspiring to become more. They face complex challenges and need to examine how equipped they are to succeed. These reports will provide the tools for a manager or Learning Professional to support them in their on-going journey.


With the purchase of one PXT assessment, you will have access to all of the following reports for your candidate. Click the titles to download a sample report.

Interview Better and Hire Smarter.

Selection Reports
  • Comprehensive Selection Report – This powerful report helps you make smarter hiring decisions with confidence and gives you a meaningful edge in your hiring process. Learn about a candidate's overall fit for a position, and gain further insights with customized interview questions.
  • Multiple Candidates Report– Make hiring decisions with ease! Compare multiple candidates for a single position.
  • Multiple Positions Report – Compare a candidate or employee to multiple jobs in your organization.
  • Performance Model Report – Learn about the ideal candidate for a role.
Participant Reports
  • Individual's Feedback – This narrative report doesn’t reveal scores and is perfectly safe to share with applicants.
  • Individual's Graph – The graph illustrates a candidate’s results that you can view at a glance.
Onboarding/Development Reports
  • Coaching – Wish you had coaching advice tailored to each employee? This report gives you exactly that and more!
  • Manager-Employee – Help managers work more effectively with employees.
  • Team Report (team members must have a PXT report also) – See how a potential candidate fits an existing team, or address your current team’s dynamics and strengths.


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