Role design & hiring-risk platform
You didn't hire the wrong person. You hired into a broken role.
Before your next hire, run the role through Tverra. See the gaps, the risk, and the expected loss — in dollars — before you sign anyone.
Recognize this?
- The last two people in that role "didn't work out".
- The bonus is tied to numbers the person can't actually influence.
- They're responsible for the result but need your sign-off for every decision.
- The job description says one thing, the KPI sheet says another, and the contract says a third.
Every one of these is a structural fault. None of them shows up in an interview.
What you get
One report per role:
- Integrity Score — how likely this role is to succeed as designed
- Risk level — where it will break first
- Expected hiring loss — estimated exposure in dollars if you hire into it as-is
- Rebuild offer — the specific changes, and how much risk each one removes
Written for an owner, not for HR.
Why this works when interviews don't
Interviews evaluate the person. Tverra evaluates the system the person walks into. A strong candidate in a role with no controllable KPI and no authority will fail — and you'll pay for the search, the ramp, the exit and the next search.
Fix the role once. Then hire.
Common questions
"My HR handles hiring."
Good. Send them the report. It gives them the argument they need, in numbers.
"We're too small for this."
At 30–300 people, one wrong senior hire is a visible percentage of your year. That's exactly where this matters.
"I don't have time."
Leave an email. When your slot opens, you send one document and we do the rest.
Stop reshuffling people through the same broken seat.
Leave your email. We're onboarding a small first group in Ukraine — you'll get the first stress-test of one of your roles when your slot opens.
If this form doesn't submit, email hello@tverra.io instead.
Prefer to talk it through? Talk to us — 30 min