““Great vision without great people is irrelevant.”
Jim Collins
Good to Great, 2001Punto Medio
Hospitality Fit & Grit
A two-part assessment — personality profile plus role-specific scenarios — that predicts performance, fit, and turnover risk.
““Great vision without great people is irrelevant.”
““It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.”
““Train people well enough so they can leave, treat them well enough so they don’t want to.”
““We don’t hire for skills, we hire for attitude. We can always teach skills.”
““No other decisions are so long lasting in their consequences or so difficult to unmake as decisions about people.”
““No company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.”
Part 1: 40 personality questions. Part 2: role-specific situational judgment scenarios.
Conscientiousness (30%), Emotional Stability (25%), Agreeableness (20%), Situational Judgment (15%), Integrity & Longevity (10%).
Scenario questions automatically tailored to Front-of-House or Back-of-House based on vacancy area.
Grit Score algorithm combines Integrity, Conscientiousness, and SJT alignment to predict flight risk: Low, Medium, or High.
Personality profile (70%) + situational judgment (30%) = final score on a 1.0–5.0 scale.
One-time link, no accounts needed, data encrypted at rest.
Send candidates a secure, one-time assessment link in seconds.
40 personality questions + role-specific situational judgment scenarios (FOH or BOH).
Composite scoring, trait profiles, and deterministic turnover risk rating computed automatically.
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