• 1-page Decision Memo for the hiring manager: risks + success conditions
• Final interview focus: what to validate and how
• Onboarding cues: how to set the hire up for success
• Final interview focus: what to validate and how
• Onboarding cues: how to set the hire up for success
Get a Hiring Decision Memo & Supporting report with the key risks, success conditions and what to validate in the final interview - so you don't find the mismatch too late
De-risk critical hires before you make the offer
Book free diagnostic session
Start with a 45‑minute diagnostic session with an expert. We’ll look at your goals and team context together and confirm whether (and how) we can help.
Get a Hiring Decision Memo & Supporting report
Practical artifacts that make the invisible visible — and help you act with confidence.
What you receive
Hiring Decision Memo
A 1-page memo for the hiring manager: top risks, success conditions, what to validate, and onboarding cues for week 1-4.
The memo is based on the candidate's fit to the role interfaces - starting with the hiring manager (and optionally key stakeholders).
The memo is based on the candidate's fit to the role interfaces - starting with the hiring manager (and optionally key stakeholders).
Hiring Manager Handoff
A short handoff call to ensure the memo is applied correctly and the decision criteria stay consistent
Finalist Pack
Compare up to 3-5 finalists against the same role context and interface risks, using a consistent decision frame
Founder / CEO
Avoid leadership mis-hires that stall execution and consume months of management time
Hiring Manager / Functional Lead
Make the offer decision clearer, reduce uncertainty, and prevent expensive mismatch
Head of People
Add structure to critical hiring decisions without slowing down the process
Ve combine structured interviews with expert synthesis to produce operating outputs: decision memos, working agreements and playbooks your team can execute
Who this is for
Risks show up after day 30-90 when it's expensive to fix.
Week 1-4 is messy; managers improvise.
The hire fails in cross-functional handoffs, not in hard skills.
Final interviews feel subjective; confidence is low.
Four business problems we solve - with decision-ready outputs (not labels).
Why hire NeurolAM?
Unclear offer decision
We convert impressions into a decision frame: what matters for this role, what evidence to collect and what would make the hire succeed or fail.
You get a 1-page Decision Memo with clear decision criteria.
How we solve it:
Interface mismatch
We model the key interfaces this role must succeed in (manager, peers, stakeholders) and highlight where coordination is likely to break.
Interface Risk Map + "what to test" prompts.
How we solve it:
Hidden failure modes
We identify failure modes early (decision under pressure, collaboration risks, overload triggers) so you can validate them before the offer.
Risk map + validation prompts for the final round.
How we solve it:
Slow ramp /early friction
Most mis-hires fail in the first month due to unclear expectations and messy handoffs.
Onboarding cues for week 1-4 (manager playbook).
How we solve it:
Role context & key interfaces
We confirm the role success conditions and define the key interfaces: the hiring manager + optional: the 2-4 stakeholders this hire must work with to succeed.
01
Structured interviews (60-90 min)
We interview the candidate and the hiring manager (minimum) to model collaboration risks and success conditions in context.
02
Interface modeling & risk synthesis
We produce a role-specific fit model: where the collaboration may break, what to validate, and what conditions must be set for success.
03
Decision Memo delivery
1-page memo + supporting notes + interview focus guide.
04
Optional hiring manager handoff
Short call to align on the decision and onboarding cues.
Minimum input: Candidate + Hiring Manager interviews.
Optional: Add key stakeholders for deeper interface mapping.
Minimum input: Candidate + Hiring Manager interviews.
Optional: Add key stakeholders for deeper interface mapping.
05
From role context to a decision-ready memo in days, not weeks
We'll review the role context, key interfaces, and urgency - then show you how a 1-page Decision Memo can reduce uncertainty and speed up the offer decision.
Ready to make hiring decisions faster with less guesswork?
We use structured interviews and role context without collecting sensitive personal content
Structured inputs (role + context)
We focus on decision and collaboration patterns - not labels
Observable operating patterns
We evaluate risks where the person must deliver: handoffs, stakeholders, and escalation paths
Interface risk modeling
Reviewed by behavioral researchers and pressure-tested by senior org-design practitioners (15+ years)
Two‑layer expert validation
A memo and prompts you can use in real hiring decisions.
Actionable outputs
Structured inputs + expert synthesis + quality review - to produce outputs leaders can use.
Decision-grade quality (how we ensure precision)
01
Why not tests alone?
Tests often measure self-perception. We focus on structured interviews and role context to surface decision-relevant signals.
02
Two-layer review
Expert synthesis + senior practitioner validation to make outputs decision-support grade.
03
Where AI helps
Al supports secure storage, visualization, and drafting - final interpretation and recommendations are human-led.
04
Evolving toolkit
We're building tooling around repeatable decision support; automation amplifies experts, it doesn't replace them.
A decision memo that reduces uncertainty before the offer - with clear risks, success conditions, and onboarding cues
Clear decision criteria - consistent evaluation across interviewers.
Lower mis-hire risk - validate failure modes before day 1.
Faster ramp - week 1-4 guidance for the manager.
Lower mis-hire risk - validate failure modes before day 1.
Faster ramp - week 1-4 guidance for the manager.
The result
How we ensure accuracy
Human‑first, AI‑augmented — by design. Today, Neuroiam is not fully automated. The core of the work — personality analysis and pattern recognition — is performed by senior experts to maximize accuracy and depth.
Hiring Decision Memo: risks + success conditions in one page
Aligned decision criteria: interviewers evaluate the same signals
Your final-round decision becomes clearer and more defensible - without
endless debate.
endless debate.
Clearer offer decisions
Lower mis-hire risk
Risk map: what can break in the role and why
Validation prompts: what to test in the final interview
You validate the real failure modes before the offer - not after day 30-90.
Faster final-round cycle time
Fewer loops, less subjective disagreement, faster "yes/no" at the finish line.
Interview focus guide: what to probe and how
Clear trade-offs: what's acceptable vs. deal-breakers
Onboarding cues: what to set up in the first month
Interface guardrails: how to manage key stakeholders and handoffs
Managers start with clear expectations and onboarding guardrails - not
improvisation.
improvisation.
Faster ramp (week 1-4)
Four outcomes leaders consistently report.
What changes after this work
Clarity over conjecture. Insight over opinion. NeurolAM combines structured interviews, role context, and a two-layer expert review to produce decision-ready outputs you can use in hiring. We draw from decades of research in psychology and systems thinking - but we judge quality by what matters: clear risks, success conditions, and actionable next steps.
Grounded in proven behavioral science - built for real decisions
Founder of Socionics; expanded Jung’s work into 16 sociotypes and coined the concept of “information metabolism” to explain how people process information differently.
1970s, Lithuania
Aušra Augustinavičiūtė
Formalized Graves’s theory into the Spiral Dynamics framework, linking human values to organizational change.
1996, USA
Don Beck & Christopher Cowan
Psychiatrist who first introduced the concept of information metabolism, describing how living organisms (including humans) exchange and process information with their environment. His work later inspired Aušra Augustinavičiūtė in developing socionics.
1960s, Poland
Antoni Kępiński
A prominent socionics expert, typologist, and educator, known for creating the “Socionics of Elements” approach and authoring Socionics: From A to Z. Bozhko has trained thousands of professionals in applying socionics to organizational settings, team dynamics, and personal growth. His integration of classical socionics with modern psychological tools laid the foundation for the Neuroiam Team Synergy methodology – a system that transforms deep psychological insight into actionable organizational design.
2000s–present, Ukraine
Andrey Bozhko
Practical workshops on perception models and strengths‑based communication. Teams learn to brief, debate, and decide in each other’s language; managers learn escalation and feedback that fit different thinking styles.
Communication training
Leadership coaching
1:1 sessions for the sponsor/leader (owner/CEO/HR) on how to read their team, where to invest trust, and how to grow the org without over‑orchestration.
We co‑design future org shapes — roles, decision rights, and interfaces — using your Team Atlas as the blueprint.
Org‑design sprints
We type candidates before the offer, forecast team compatibility, motivation drivers, and burnout risks, and provide a candidate profile for each new role based on your current team’s strengths and perception models.
Pre‑hire typing & candidate fit
Role‑aligned growth plans focused on relevant soft‑skills and leadership behaviors — tailored to your business model, situation, and strategy.
Individual development plans
Add new hires to the Team Atlas, simulate task forces and product pods, and preview interaction risks before changes go live.
Atlas expansion & simulations
An interactive map of roles, decision rights, and fragile handoffs - with working agreements and playbooks that reduce escalations and speed up delivery
Team Atlas (Execution & org clarity)
If you need more than a hiring decision memo, we also help teams improve execution through org clarity, decision rights, and collaboration design - using the same expert-led, decision-ready approach
Other services
1-page Decision Memo + interview focus + week 1-4 onboarding cues
Minimum effective scope: structured interviews with candidate + hiring manager
Lite. Candidate + Hiring Manager Memo
$500
Finalist Pack (3-5 candidates)
(starting at $1,000)
Compare finalists against the same role context and hiring manager interface using one decision frame.
Deeper evaluation based on the candidate's fit across critical interfaces: hiring manager + key stakeholders (cross-functional partners / reports / peers). Includes:
Interface Mapping. Candidate + Manager + Key Stakeholders
(starting at $5,000)
Interface Risk Map (where collaboration may break)
Decision Memo + validation prompts
Onboarding guardrails tailored to the interface risks
Choose the depth: candidate-only is never enough - decisions are made in context of key interfaces. same expert-led, decision-ready approach
Pricing (Hiring Decision Support)
If our insights don’t bring meaningful clarity about your team, we refund you.
To continue the dialogue, please leave your contact information and our manager will contact you.
Book free diagnostic session
Start with a 45‑minute diagnostic session with an expert. We’ll look at your goals and team context together and confirm whether (and how) we can help.
Actionable, not theoretical.
We aligned interviewers on one decision frame.
The decision memo made the final interview obvious.
It reduced uncertainty and sped up the offer decision.
Start with a 45‑minute diagnostic session with an expert. We’ll look at your goals and team context together and confirm whether (and how) we can help.
What clients say