video1.0<iframe src="https://www.loom.com/embed/3002358457ca4792a034552ce3cb3ef1" frameborder="0" width="3326" height="2494" webkitallowfullscreen mozallowfullscreen allowfullscreen></iframe>24943326Loomhttps://www.loom.com24943326https://cdn.loom.com/sessions/thumbnails/3002358457ca4792a034552ce3cb3ef1-14992f9283c6f11f.gif1677.43In this Loom, I walk through the three unique things that define my talent growth model, and how they tie to attraction and hiring. I start with CrystalKnows and personality profiling, including how LinkedIn scans can guess 80 percent accuracy and that deeper testing surfaces strengths and values. Next I cover Brick, my cognitive plus personality test approach that typically looks for above baseline IQ, and for media buying I personally like 68 and above. Finally I explain TimeCamp, framed as margin and client time allocation, and how it creates objective accountability. I ask viewers to click the link below for an application if they are liking the conversation.