Hiring isn’t just about what people can do. It’s about what they’re driven to do.
This case highlights what happens when a candidate’s skills and style look right on the surface, but the motivators underneath tell a different story.
The Interview & First Impressions
Angela looked like the ideal Branch Manager candidate:
- Strong communicator (Influence + Dominance style in DISC)
- Confident presence
- Experience in sales and management
If you only judged by her interview, she’d be in the “green light” category.
But TriMetrix goes deeper.
The TriMetrix Results
Angela’s profile showed:
- Influence/Dominance (I/D) in DISC → persuasive, confident, likely to shine in sales or leadership.
- Theoretical & Social Motivators → thrives when teaching, training, or helping others succeed.
- Individualistic Motivator → values autonomy, leadership, and decision-making authority.
So far, not bad.
But here’s the critical gap:
- Low Utilitarian Motivator → little internal drive around ROI, efficiency, and bottom-line results.
That’s a problem when the Branch Manager role is 90% about driving revenue and ROI.
Why It Matters
When someone’s motivators don’t align with the role:
- They may succeed technically but feel unfulfilled.
- They may burn out or disengage.
- They may leave for a role or culture that better fits their values.
Angela’s high Social motivator meant she was more focused on What’s In It For Them (WIIFT?) vs. What’s In It For Me (WIIFM?). In a role judged primarily by dollars and results, this could set her up for frustration.
A Deeper Look: LinkedIn & Facebook
Curious, we checked her public profiles.
On LinkedIn:
- Recommendations highlighted her ability to manage complex projects, design processes, and train teams.
- At her former company, she created and facilitated a sales training program — right in line with her Theoretical/Social motivators.
On Facebook:
- Posts supported technical staff rights, film industry workers, and a show about the working class— all with Angela’s comments about wage inequality and advocacy.
- She described herself as a “wage warrior.”
The alignment was crystal clear: Angela was passionate about fairness, training, and helping others. Not ROI.
Client’s Reaction
The client’s note back to me?
“I had the EXACT same concerns, Nancy. What she told us in the interview didn’t align with her job history. She loves to help people — which is great — but not what we need in this Branch Manager role.”
The TriMetrix Advantage
Without TriMetrix, Angela might have been hired.
She had the presence, the confidence, and the right interview answers.
But her motivators told us she’d thrive more in training & development than in a Branch Manager seat.
And her social posts validated what the assessment showed — her values and energy would clash with a role measured purely by ROI.
Takeaway
Hiring isn’t just about capability. It’s about alignment.
Angela could do the Branch Manager job. But she wouldn’t love it, and likely wouldn’t last or resonate with the culture.
TriMetrix gave the client clarity: she wasn’t the right fit.
Want to avoid costly mis-hires?
Book a call and let’s talk about how TriMetrix helps you see beyond the resume — and into real alignment.