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Every hiring manager knows this paradox: When we promote someone internally, we’re right about 85% of the time. When we hire externally, we fail more than half the time. Why?
The answer lies not in our judgment, but in what we can actually measure during the interview.
It turns out this gap can be closed using Performance-based Hiringwith some help from Sherlock Holmes.
The Information Blindness
When evaluating internal candidates, we know the answers to what truly matters: Will they deliver under pressure? Can we count on them? How do they elevate a team? What genuinely motivates them?
With external