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Why NFL Teams Fail When Selecting Players

Why NFL Teams Fail When Selecting Players 150 150 Sprockets
Article Takeaways
  • Professional sports teams and corporations use similar methods for prospecting talent and player selection. Consequently, they both fail with huge financial consequences.

  • Traditional assessments and probing interviews do not effectively predict the probability that a prospect will succeed on their team.

  • An organization must look beyond ‘skills’ if they want to be successful.

Every year, 32 NFL teams have seven rounds to select the best 254 players in college football. Despite having overwhelming amounts of player data, coaching references, and game film, organizations with a $155 million annual salary-cap still struggle to draft the right players.

Similarly, companies in the United States spend billions of dollars per year on hiring with little success. 46% of all new hires fail. 31% fail in the first 30 days. The current hiring process is time-intensive, biased, expensive, and inefficient.


There’s a misconception that the most physically gifted athletes will become the highest performing. Scouts religiously review the prospects’ 40 Yard Dash, Long Jump, Bench Press, and 60-yard shuttle. These metrics are easily captured but oftentimes overused. Tom Brady failed these tests in historic fashion in 2002. Because of this, he fell to the 199th pick in the draft. Eighteen years later he is now widely considered to be the greatest football player of all time.

80% of employee turnover is due to bad hiring decisions. When hiring managers select candidates solely on factors like education and skillsets, they are surrendering to a candidate’s self-reporting and ignoring how the candidate will ‘fit’ within their culture resulting in bad hires and future turnover.

What makes Tom Brady “the goat” is not his physicality. It’s his mental makeup. The way he thinks. The way he computes information. His wants, values. and personality.

The single most important factor to a candidate’s success is their mental makeup. If they do not have what it takes to flourish in your unique culture, they’ll likely either leave or become a bottom performer. When their core values, needs, and personality traits fit your corporate mission, they will become a positive contributor, love coming to work every day, and become more successful.

The next dynasty will belong to the team that can quantify and weaponize the “mental side of the game”.

Companies that quantify and weaponize “mental makeup” will experience less turnover, more engaged workforces, and better hires.

Tools for Assessing Prospects

Today, NFL teams do not use the proper tools to measure a prospect’s mental makeup and subsequently draft the wrong players. The most common and broadcasted way that an NFL team measures “between the ears” is the Wonderlic test. Although designed to help teams better understand the IQ of athletes, there doesn’t appear to be a correlation between an individual’s score and their performance in the NFL. Below are a few notable quarterbacks.

A chart with names of quarterbacks and their stats

Wonderlic does not officially release these results but they are routinely leaked and can be found here.

As seen in the chart, there is no correlation between an individual’s high Wonderlic score and the success as an NFL quarterback. A high score or a low score may be an indication into the quarterback’s IQ, but it does not provide any valuable information as to future performance or success.

Personality assessments today presume to know what it takes to be successful by reporting numerical scales and personality types. Although filled with psychological cookie-cutter paragraphs and graphs, the reports do not yield any predictive or tailored data to predict a candidate’s success within your organization. They overgeneralize position requirements and produce reports that all salespeople, as an example, share personality traits from company to company and industry to industry. What we know to a mathematical certainty is that every culture is different. Every job is different. Every position has different responsibilities with equally different pressures and success requirements. Does a used car salesman have the same mental makeup as someone who sells nonprofit software? No.

Current Interview and Assessment Questions

Every year, the top college prospects are invited to the NFL combine. This is oftentimes the first time NFL teams meet and interview prospects. Instead of administering predictive personality assessments, many scouts opt to spend their time asking unconventional questions.

  • Obum Gwacham was asked, “When did you lose your virginity?”

  • Austin Lane was asked, “Would you use a gun or knife to murder someone?”

  • Willie Beavers was asked, “Would you rather be a cat or dog?”

  • Dane Brugler reported that a prospect was asked, “Do you find your mother attractive?”

It’s difficult to gather useful information and data from questions like that. Many coaches may claim that the answers are telling of personality, but there is little to no scientific backing supporting said claims.

When not done properly, interviews can be misleading, biased, and time-consuming. 33% of hiring managers claim “they know” if they will hire someone within 90 seconds.

Hiring managers draw much of their conclusions before an interview begins. 26% of candidates get rejected because of a bad handshake. 33% because of bad posture. 38% because of lack of smiles. 55% because of “the way they walked through the door”. “70%” because of trendy clothes.

Companies like Google and Facebook ask notoriously strange questions, but there’s no data to suggest that any set of questions are indicators of success.

Simply put, current personality tests and probing interviews do not effectively measure the likelihood that a prospect will become an NFL star rendering them completely useless.

This is true for businesses as well. Current personality tests and probing interviews do not effectively measure the likelihood that a prospect will become a successful employee at your company rendering them completely useless.

At Sprockets, we help organizations recruit great people by determining the mental makeup of the highest performing people, discovering what they have in common, and using that as a benchmark for all future prospecting. We combine 80 years of scientific research with cutting edge artificial intelligence to provide assessments that predict performance and success. Although today we focus on helping companies, we got our start in sports.
The HR Tech Outlook logo with text reading "TOP 10 RECRUITMENT SOFTWARE SOLUTION PROVIDERS - 2019"

Sprockets Named Top 10 Recruitment Software for 2019

Sprockets Named Top 10 Recruitment Software for 2019 1564 380 Sprockets

HR Tech Outlook, the industry’s leading tech magazine, recently added Sprockets to their prestigious “Top 10 Recruitment Software” list. (see the article here) We are grateful to be recognized for our positive contributions to the industry and look forward to finding ways to help small businesses hire the right people.

As our team celebrated last night, we took turns writing reasons why we won on the whiteboard. The result was 10 compelling statements that perfectly articulate the value.


Other personality assessments presume to know what it takes to be successful at every organization by creating overgeneralized frameworks for, as an example, salespeople. But, does a used car salesman have the same personality as someone who sells nonprofit software? No. Sprockets learns what it takes to be successful in your culture, and helps you hire people that have the highest probability to succeed under your leadership.


Traditional tests can cost up to $500 per person (and require a third party consultant). We offer a Freemium model that offers up to 10 assessments per month, free applicant tracking, and Boost for free! For unlimited assessments, customers pay just $99 per month.


We designed Sprockets to be 100% self-service. It only takes a few minutes to sign up and invite candidates to complete the survey. For those who need a little assistance, we offer free 24-hour chat support and a comprehensive knowledge base with step-by-step guides, video tutorials, and other helpful screenshots.


When a candidate completes a Sprockets survey, the hiring manager receives a comprehensive Mental Makeup Analysis as well as a score of one through ten based on the their probability to succeed at their company specifically. Our technology is designed to help you predict great hires and reduce poor personnel decisions, not give you unactionable personality data.


With Sprockets Boost, customers can connect their Sprockets accounts to their current HR stack. This includes job boards, applicant tracking systems, social networks, email providers, onboarding tools, and much more. With no more bouncing from tool to tool, Sprockets makes it easier than ever before to analyze and hire candidates!


Sprockets is powered by IBM Watson artificial intelligence, providing us with better ways to collect, analyze, and report large datasets. The technology is getting smarter every day and we are constantly finding new ways to provide value to our customers by leveraging big data.


Sprockets uses the sophisticated and proven science of psycholinguistics to create mental makeup analyses. Since the theory was first developed in 1936, thousands of scientists have been studying how the human mind develops, comprehends, and uses language. Sprockets combines AI with this science to build accurate, validated, and comprehensive reports.


Technology publication Hypepotamus said it best, “This Startup Makes Hiring Less Biased with AI.” The platform integrates into the diversity and inclusion missions of our customers, and provides the tools to support intellectual and cultural diversity in the workforce. As an added bonus, Sprockets is available in 5 different languages.


Sprockets’ simplicity and low cost brings the well-established power of assessments to every size company and every position. Just as the c-suites of Fortune 500 companies make informed hiring decisions, a local coffee shop can use our assessments to hire the best possible baristas.


We are maniacally focused on disrupting the use of assessments in the hiring process. Sprockets envisions a world where companies of all sizes and disciplines have access to predictive tools like Sprockets. We do not wish to upend your tech stack nor do we recommend a complete change in your people strategy. Sprockets was built to be easily added into any company process!

Thank you to the our customers, employees, investors, and advisors who made this accomplishment possible. With your help, we will further our mission to democratize and disrupt the assessment market.

Reduce Employee Turnover in 6 Steps

Reduce Employee Turnover in 6 Steps Sprockets

Up a full percentage point, employee turnover in the U.S. hit 19.3% in 2018 according to a report by Compdata.

Factor in a tight labor market that gives employees more options, and employers are left scrambling to reduce turnover. Worse yet, when employees leave costs go beyond slower production and knowledge loss; recruitment, hiring and replacement costs can skyrocket. According to the Work Institute’s 2017 Retention Report, replacing a departing worker costs employers $15,000 for someone earning a median salary of $45,000 a year.

Review the following information to learn about strategies you can implement to reduce employee turnover.

1. Hire The Right People.

This strategy may seem obvious and unworthy of mention, but nothing could be further from the truth. In fact, many business owners make the mistake of hiring individuals who are simply wrong for the company. This includes incredibly talented, hard-working, friendly people. The business owner who truly wants to reduce employee turnover must be dedicated and diligent in the process of ensuring new hires fit their culture and have the highest likelihood to succeed.

Luckily, there are many steps you can take to increase your likelihood of hiring the right people. One is defining the role clearly. This step is imperative because it ensures that you and the job candidate retain a clear understanding of their roles and responsibilities. This step should help you weed out individuals who either don’t possess the necessary qualifications or simply don’t want to complete specific work-related tasks and assignments.

Another strategy you can implement to ensure that you’re hiring the right people is utilizing hiring assessments. These assessments can help you determine whether a job candidate possesses the characteristics necessary to excel within your company. These days, some companies will have your existing employees complete the assessment first. In so doing, the companies can identify which shared characteristics their most successful employees have. They can subsequently determine whether a job candidate has those characteristics. The end result is an enhanced ability to predict whether a specific candidate can thrive with your company. Because these assessments can help a business owner identify the bad fits and good fits for the company, utilizing these assessments can reduce the number of candidates that the employer needs to screen.

2. Make Your Company Culture Known.

In many cases, employees leave a company or are fired because their personal value system does not parallel the company culture. This is why continually making your company’s culture known to employees is imperative. Doing so ensures that everyone is on the same page regarding expectations in terms of anything from what they wear to work, how often they’re expected to do overtime, whether they’re required to engage in volunteer activities, and if attendance at office parties is imperative. Every company has a culture, but the visions and values that give life and substance to the culture are not always stated clearly. When this is the case, employees can become confused regarding how they are to think and act while in the work setting. The end result is oftentimes unnecessary office tensions and internal conflicts which lead an employee to quit or get fired.

3. Offer Employee Development Resources.

Here’s an old business joke you may have heard…

CFO asks CEO: What happens if we invest in developing people & they leave us?

CEO: What happens if we don’t & they stay?

Offering employee development resources is more likely to reduce employee turnover than make employees want to leave. These resources are important for many reasons. First, they show your staff members that you are genuinely interested in their personal and professional progress. Once this happens, your levels of employee satisfaction will increase. When employee levels of satisfaction are substantive, staff members are typically willing to stick around in tough times because they are thoroughly persuaded that employers are on their side and are making decisions that benefit them. Another reason that you should offer employee development resources pertains to job efficacy. Specifically, those who attain ongoing training and evaluations typically learn how to complete their work-related tasks with greater efficacy and expedience. Once this happens, you can witness a wide range of wonderful business-boosting outcomes. Some of them might include more substantive conversion rates, less office hostility, and enhanced productivity.

4. Encourage Gratitude And Generosity.

Another strategy you should implement to reduce employee turnover is encouraging gratitude and generosity. This strategy is ultimately a pro-social effort. A pro-social effort means that it encourages your staff members to connect with other employees in a manner that involves elevating everyone’s sense of humanity and community. The end result of ongoing expressions of generosity is a happier, healthier staff. Note that when staff members are healthy and happy, they’re much less likely to quit.

5. Reward Hard Work.

One of the best ways to ensure employee retention is by rewarding hard work. Doing so shows staff members that their efforts are recognized and respected. Note that there’s more than one way to reward hard-working people. Also, note that customizing the reward to suit the employee’s personal preferences or professional aspirations is always a good idea. For example, if you know that a specific employee wants to move forward with your company, the reward for ongoing excellence in project completion can be a new title that involves more responsibilities coupled with greater freedom in things like their work schedule.

Another big benefit of rewarding hard work is that it encourages a culture of excellence. This is true not only for the individual who is being rewarded, but for every staff member that becomes aware that the reward was disseminated. With these realities in mind, think critically about what the reward method will be and what level of performance is required to warrant recognition and awards. In addition to offering bonuses and paid time off, consider the value of rewards that involve prizes given to an individual who becomes goes above and beyond without being asked.

6. Emphasize Work/Life Balance.

Even employees who willingly work hard need to maintain a balance between their personal and professional life. Without a balance, stress levels skyrocket and can lead to multiple unwanted outcomes. Some of them can include burnout, resentment, and recurring illnesses. When these negative realities surface and become normative, employees may blame their line of work and then quit. Luckily, there are many ways that you can make work/life balance a real thing at your company. One of the simplest and most effective strategies is by offering a flexible work schedule. This increases the employee’s likelihood of being able to maintain a healthy social life and engage in self-care activities while simultaneously operating effectively and optimally while in the work setting.

Don’t Delay: Start Reducing Employee Turnover Today!

Once you realize that it’s time for your organization to step into a deeper dimension of efficacy and excellence, you need to start making institutional changes. One change that can be particularly beneficial is utilizing strategies that will reduce employee turnover. Use some or all of the information outlined above to ensure that you can retain more and more staff members this year!

A man holding a card that reads "EMPLOYEE OF THE MONTH"

How to Create an Effective Employee Recognition Program

How to Create an Effective Employee Recognition Program 1024 512 Sprockets

Employee recognition is directly tied to staff engagement, productivity, and retention. When employees understand that their work is appreciation it deepens their connection with the company. To create an effective employee recognition program you must first establish guidelines for the program. Read on to learn the best practices for creating an employee recognition program.


1. Make Everyone Eligible

One basic is to create a recognition program where all employees are able to be recognized. For example, a manufacturing company shouldn’t only have recognition categories that office staff are eligible for and not front-line staff. If you create specific categories, make one for each aspect of the company. But, best practices are to create recognition categories that are applicable to everyone. An example of this would be “Employee with Innovative Idea”. This could be applied to an assembly worker who thought of a time-saving strategy or marketing person who thought of a new channel to use. 


2. Define Recognition Categories

Once you are aware that your categories should be available to everyone, it’s time to define them. You’ll want to create categories that are easily repeatable each month. Common recognition categories include “Above and Beyond”, “Outstanding Leadership”, “Innovative Idea”, “Process Improvement”, “Amazing Teamwork”, and “Helping Hand”. 


3. Set Standards

After you have created the recognition categories, set standards for each one. It’s important to have a sentence or two for each of your categories so those who nominate have clear guidelines. Setting standards also makes it clear to the winner of which action they took that got them recognized as an employee. This later translates into more work of a high caliber, teamwork, and a sense of pride. 

Let’s use “Process Improvement” as an example. The standards for this category could be the following, “The Process Improvement award goes to someone who is always looking for ways to improve business, has identified an area in the business that could be improved and enacted a new strategy to follow through.” 

4. Announce Program & Encourage Participation

The final step for creating an effective employee recognition program is to announce it! We recommend launching your new employee recognition program during a team/company meeting, followed by an email. The email should detail the award categories, the descriptions of each category, and the directions for submissions. 

During this introductory phase you should also include how “winners” will be chosen. Options include choosing to recognize everyone who was submitted, leadership team choosing from submissions, or randomly selecting the winner from submissions. 

To encourage participation, try outlining realistic incentives for your business to give those who win the awards. These prizes may be gift cards, cash, PTO, company branded items, or simply a certificate. Some companies even offer a kickback to the person who nominated. An example of this is $50 to the person who was nominated and $10 to the person who submitted their good act.

Overall, in order to create an effective employee recognition program you must first start with a solid foundation. Taking the time to establish how you can incorporate all employees and their different duties in the award categories is important. In order for it to be effective you must start with clearly defined guidelines for submissions so that people understand which behaviors are noticed. Lastly, a recognition program is only as good as the participation. Taking the time to let people know and get them involved is crucial to your new program being a success. In time, you may experience better engaged employees and improved productivity.

5 Cringeworthy HR Stories You Won’t Believe

5 Cringeworthy HR Stories You Won’t Believe Sprockets

Below are 5 cringeworthy HR experiences only HR and Hiring Managers will believe. They are bizarre, haunting, and will leave your palms sweaty and heart racing.

If you have your own please put it in the comments!

The Shoe-less Supernatural

I was once representing a candidate for a pretty important biotech job. The day of the interview came and the hiring manager called me with feedback: ‘Mr. X was very qualified and we like him, but he took his shoes and socks off while I interviewed him.’ Yikes! When I called the candidate to discuss this odd behavior, he invoked the famous ‘Costanza’ defense: ‘Was that wrong? Should I not have done that? If I had known that was frowned upon…’


Red Light, Green Light

I was interviewing mechanical engineers for a junior position. Typically we ask candidates why they are looking for a new position. A common reason for people to quit is a lengthy commute. One particular candidate informed me that his current commute was too long. “How long?” I asked. He responded, “There are 37 traffic lights between my home and the office. Then continues, “there are only 15 between my home and your office, so that is much better.”

The other hiring manager and I laughed our heads off after he left and called him back with a job offer that afternoon. He’s a great engineer too.


The Motherly Witch

Back when I was HR Manager for a market research firm, one of the most awkward interviews was with my candidate and his mother.

This 19-year-old who apparently had previous work experience in customer service brought his mother into the interview with him. I politely questioned his mother as to the reasoning for her joining in on the interview and I was told, “I’m just making sure this is the right company for him and making sure you’re asking fair questions.”

Then, I decided to just roll with it (why not, this is the most interesting thing I’ve had all week) so I asked my first question.. she answered for him. I politely explained that the interviews I conduct are with the candidate only unless special accommodations are required. I was told, “I’m not going anywhere.”

Finally, I thanked them both for coming out and explained that the position requires problem-solving and critical thinking on an individual level. Unless I am hiring the both of them under one salary working together as a “full-time equivalent”, this wouldn’t work. I was then told I would be sued…


The Bust

I used to manage a Blockbuster and after one particularly awful interview, I walked a candidate out towards the parking lot and the alarm went off. It turned out he stuffed three DVDs in his suit jacket before being called back to the office.

He did not get the job. Or Mama Mia, Fool’s Gold, or High School Musical 3 for that matter.


American Psycho

An applicant showed up late for an interview wearing a long trench coat with his hair slicked back in a ponytail. As the interview progressed, he answered the recruiting manager’s questions, sipped on his Starbucks coffee, and tilted the chair on the back legs. When asked the question, “Why should I hire you?” he responded by taking a sip, leaning way back, running his hand along the side of his hair, and saying, “Because I’m so good looking.”


The Repulsive Receptionist

A recruiting manager hired a receptionist who during her employment used the ER as her primary care physician and ran an escort service on the side.


Source: Reddit

Sprockets helps companies hire more top-performing people. Our assessment discovers the shared characteristics of your best people and uses that information to predict a new hire’s likelihood to succeed in a position before they’re hired.

Millenials in the workplace

10 Statistics for Recruiting and Hiring Millennials

10 Statistics for Recruiting and Hiring Millennials 735 425 Sprockets

Millennials recently etched their name in as the biggest generation in U.S. history and, in the process, overtook Baby Boomers, becoming the largest demographic in today’s workforce. Millennials are uniquely their own and hold their own ideas of what work and a workplace should be. Hiring millennials also takes a unique approach.

Below are statistics about millennials you need to familiarize yourself with before recruiting and hiring.

Important Statistics about Millennials

  • 95% of millennials say work-life balance is important to them, while 70% say that it’s very important.

  • 19% say that flexible working hours is the benefit they would most value from an employer, compared with 4% who said they preferred higher wages.

  • 64% of millennials say they’d rather make 40k a year at a job they enjoy than 100k at one they don’t.

  • 87% of millennials say professional development or career growth opportunities are very important to them in a job.

  • The opportunity for personal development was the factor that most influenced their decision to accept their current job, cited by 65% of millennials.

  • 52% said career progression was the main thing that attracts to an employer, ahead of competitive salaries at 44%.

  • 75% of millennials believe that their organizations could do more to develop future leaders.

  • 59% said that an employer’s provision of state-of-the-art technology was important to them when considering a job.

  • 36% said the reputation of the organization influenced their decision to accept their current job.

  • 82% of millennials believe it’s easier than ever to start a new business.

Millennials are smart, technologically advanced, connected, and driven. They will liven up your workforce with fresh ideas but perform best with flexibility, fun, and a strong cultural fit!

Sprockets helps companies hire more top-performing people. Our assessment discovers the shared characteristics of your best people and sees that information to predict a new hire’s likelihood to succeed in a position before they’re hired.

Sprockets decreases the number of screening interviews you conduct, allows you to conduct candidate assessments, and reduces turnover through increased employee engagement.

Start predicting employee success with a free trial account today! No credit card required.

The Impact of Artificial Intelligence on Human Resources

The Impact of Artificial Intelligence on Human Resources Sprockets

Artificial Intelligence is one of the most misunderstood technologies in history, especially as it is applied to human resources. When most people first think of “AI” they oftentimes picture Arnold Schwarzenegger’s Terminator. News articles and Facebook pages include illustrations of mutilated cybernetic organisms consisting of living tissue over a robotic endoskeleton. But, don’t worry, Skynet is not here to destroy the planet nor is AI here to replace you as a human resource employee.

Artificial Intelligence is not a robot, but rather the ability of a computer program to bring structure to vasts amount of unstructured data. There is a seemingly endless amount of data in the world, and 90% of it was created in the last 2 years.

No single person, or group of people, will ever be able to properly collect, review, and analyze that amount of information. Artificial intelligence helps us close that gap to create a safer, healthier, and smarter world.

The Current Use of Artificial Intelligence

Below are a few examples of how it’s currently being used:

  • Doctors put their patient’s symptoms into an AI-based computer program to determine all the possible diagnoses.

  • Netflix uses AI to help suggest movies that users will enjoy based on what they’ve already watched.

  • Google Maps uses to determine the optimal route to take by scanning road information, traffic patterns, and much more.

  • Pharmaceutical companies create lifesaving medicines using AI in a fraction of the time and cost it traditionally takes.

  • Uber and Lyft use AI to predict when more drivers are needed before rush hour hits so riders are not left stranded.

In these examples, artificial intelligence takes large amounts of data that no human could ever instantaneously manage to create actionable insight for the end user. The result is more efficiency and better decisions… in all industries (including human resources).

A graphic with a human and a robot

How do AI and HR work together?

AI increases your value

Many people fear that artificial intelligence will replace human resource employees. This is simply untrue. In fact, the opposite is becoming true. HR leaders who do not leverage the power of artificial intelligence miss out on data insights that influence their decisions and spend time on repetitive, low value tasks. HR professionals provide more value when AI completes the mundane tasks, and the professional uses their expertise on bigger initiatives.

Recruiting and Hiring

According to SHRM, 49% of companies currently leverage artificial intelligence for recruiting and hiring. Hiring managers can leverage AI-backed products to find more candidates, schedule interviews faster, and make more informed hires. We offer AI-backed personality assessments for 50 cents. Sign up today for a free 14-day trial!

Removing Biases

In a recent study by the Human Resources Professional Association, researchers found HR may subconsciously lean towards candidates most like them creating a “unconscious bias”, during the hiring process.Artificial intelligence is free of those potential issues and provides HR managers with unbiased, data-driven assessments.

Identifying High Potentials and Employees That Are Going to Leave

AI can provide insight into workforce productivity. Platforms exist that study things like emails, internet browsing, and keystrokes to determine who is working hard and who is hardly working. The system flags reports outliers to HR and can track an employee’s work habits over time.

Sign of the Times

A recent study by IBM containing 6,000 executives concluded that 66% of CEO’s believe that cognitive computing will drive significant value in human resources while 50%+ believe that it “has the power to transform key dimensions of HR.” Don’t be afraid to take the plunge with an AI-based HR tool. You will be in the majority.

About Sprockets

Sprockets helps companies hire more top-performing people. Our assessment discovers the shared characteristics of your best people and uses that information to predict a new hire’s likelihood to succeed in a position before they’re hired.


Sprockets Releases Applicant Tracking Feature

Sprockets Releases Applicant Tracking Feature 150 150 Sprockets

Sprockets, the leading Hiring Assessment Platform powered by IBM’s Watson AI, grew its capabilities, adding Applicant Tracking (ATS) to its platform. With time saving features that streamline the hiring process, Sprockets ATS automates a business’s recruitment process and provides the insights needed to make sound hiring decisions.

Hiring just one employee requires you to spend countless hours on the same steps. From sifting through resumes to scheduling interviews to comparing candidates. Sprockets automates these tasks so a recruiters expertise is spent on interviewing the right candidates – and the rest of their task list.

Sprockets customers can now sort candidates into hiring stages, record interview notes with ease, store resumes, and email candidates via pre-populated or custom templates. When coupled with assessments, recruiters and hiring managers have a clear view into which candidates are the best match for the job and where they reside in the hiring process.

AJ Richichi, CEO of Sprockets, laments, “Hiring is a full time job. Our customers can’t afford waste their thought power on tasks we can automate for them. Freed from these tasks, recruiters and hiring managers can spend more time utilizing their expertise. This includes reviewing the best resumes and interviewing the right candidates.”

The new features in the release of Sprockets ATS include:

Candidate Profiles – Know Who’s the Best Applicant

Sprockets ATS leverages the power of hiring assessments to evaluate each applicant, before you ever review their resume. Instead of scanning through hundreds of resumes, you’ll see which candidates are the best fit for the position. Focusing on the candidates with the highest likelihood to succeed reduces the number of screening interviews required to make a great hire.

Applicant Tracking – Eliminate Redundant Tasks

While Sprockets can’t save you from reviewing every resume that comes across your desk, the platform can automate the communication to applicants you want to interview. As applicants progress through the hiring process, you can select from stage specific email templates to reject applicants, schedule interviews, and ultimately hire your next top performer.

Hiring Stages, Resumes, and Notes – Ditch the Manilla Folder and Spreadsheet

Sprockets’ applicant tracking system keeps you on track. With Sprockets Applicant Tracking, you can track which stage of the hiring process each applicant currently resides. Plus, you can store resumes within their candidate profile and put in notes. No longer will you depend on the organized chaos of Excel or simply losing a folder of resumes.

Sprockets ATS Integrations – Connect All Your HR Tools

Sourcing applicants on a job board? Already using an Applicant Tracking System? Sprockets Boost allows you to connect applicants from any web-based tool to the Sprockets platform. This means you can invite candidates to complete an assessment survey and review their results without jumping from tool-to-tool.

This new functionality is available immediately to all HR professionals and hiring managers using the Sprockets Assessment Platform. It is the second major release since Sprockets first launched three months ago.

“The release of Sprockets Applicant Tracking furthers our mission to make world-class human resource technology available to companies of all sizes,” said AJ Richichi. “I’m truly excited about how Sprockets Applicant Tracking will make the hiring process more efficient for our customers!”

About Sprockets

At Sprockets, we help organizations recruit great people. We do this by determining the mental makeup of the highest performing people and comparing all applicants against them. We combine 80 years of scientific research with cutting edge artificial intelligence to provide assessments that predict performance and success. With Applicant Matching, Applicant Tracking, and Sprockets Boost, the result is better hires, a more engaged workforce, and less turnover.

Tom Brady

How Tom Brady Started Sprockets

How Tom Brady Started Sprockets 1278 680 Sprockets

As Super Bowl LIII nears, Tom Brady (again) makes headlines. This time for willing his Patriots to another AFC Championship win and outdueling rising star Patrick Mahomes and the Chiefs. It took Brady a full 60 minutes plus, but he’s back in the Super Bowl for the 9th time in his career. That’s more appearances for Brady than any NFL franchise.

To be clear, All-Time Super Bowl Appearances:

Tom Brady: 9

Steelers: 8

Cowboys: 8

Broncos: 8

49ers: 6


Brady, like him or not, is clearly in a league of his own.

So How Did Tom Brady Inspire Sprockets?

Sprockets was started as a recruiting tool for professional sports teams!

After watching a documentary about Tom Brady being selected 199th in the draft, our Founder researched hundreds of existing metrics that would explain how 32 NFL teams with all the resources in the world (salary cap $155 million per year) could pass on the greatest athlete of all time… 6 times. Five (#6 pending) Super Bowls later, NFL scouts credit Brady’s success to nebulous and overused sports terms like “heart”, “grit”, and a “winner’s mentality”.

Using those phrases only contribute to the problem as they require subjective and biased opinion. If they were useful, the best players in the league would also be picked first.

So how did Tom, four-time Super Bowl MVP, Brady fall to the 6th round? With the right predictive data could someone have foreseen his dominance?

The following four questions lived on our whiteboard for 10 months:

  • What makes an athlete great?

  • Why aren’t the most physically superior athletes the most successful?

  • Can we identify an athlete with the “x-factor”?

  • Can we identify which athletes will fail?

So, we went to work developing technology that could effectively measure an individual’s mental makeup, determine the shared characteristics of the best athletes in the world, and create predictive algorithms to help teams with prospecting.

In two short years, college and professional sports teams that used our software doubled (from 31% to 63%) their win percentage. The Denver Outlaws, as an example, just won the Major League Lacrosse Championship. Congrats, team!

Sports-Selection Tool to Hiring?

As we started to scale, we engaged with a few really smart human resource professionals at big companies… and the results were better than expected. We always had confidence that the technology would work in sports, but the case studies in “the business world” far exceeded our wildest expectations.

  • Sprockets reduced the turnover of our customers.

  • Sprockets accurately predicted the success rate of 94% of the employees observed.

  • Sprockets cost 250X less than competitors in the space.

  • Every company that we worked with saw an increase in sales, employees, and engagement.

  • Sprockets helped companies that previously could not use assessment technology.

Whether you are searching for the next greatest QB of all time, a CEO, or a cashier, Sprockets provides you with all the data you need to build your best team.

Two coworkers with good employee engagement

Quick Ways to Increase Employee Engagement

Quick Ways to Increase Employee Engagement 1464 968 Sprockets

Employee engagement has a significant impact on a company’s bottom line. From employee retention to increased productivity, taking the time to increase engagement is worth it.

Steps to Implement

1. Walk the walk and talk the talk

Leadership needs to lead by example. According to an article by, companies where leaders model the desired behaviors employees are 55 percent more engaged. Additionally, 53 percent more focused and more likely to stay at the company.

2. Be transparent

Leadership transparency has a direct correlation with employee engagement and happiness. Sharing sensitive information with employees gives them a sense of deeper investment in the company. This can help create a more cooperative team atmosphere, as opposed to an “us versus management” office feel. Make it theirs, share, and let them in on goals and wins and watch them take the reins.

3. Give your employees freedom

Allow employees to adjust their work schedules to what works for them. Or, consider allowing them to work from outside the office. Trust your employees to get work done. Whether they work from home or even if they set their own hours, freedom and trust are important. Workers with flexible hours and locations are statistically proven to be more productive and happier, thus engaged.

Bonus! Get to know each other outside of the office. Open up to your employees, have fun together, be authentic.

Sprockets helps companies hire more top-performing people. Sprockets decreases the number of screening interviews you conduct, allows you to conduct unlimited assessments for only $99/month, and reduces turnover through increased employee engagement.