Role Benchmark.
The asset you keep. The hires that follow get easier.
Most owners spend the same hiring effort every time. Same scramble, same gut call, same shrug at month four when it doesn't work out. Role Benchmark changes that math. You build the benchmark once. Every hire after runs against it. Faster, cheaper, and with something to actually compare against.
Every owner has hired the wrong person at least three times. The difference is what you do about it.
The interview went well. References checked out. Resume looked right. Day ninety, you're sitting across from somebody who isn't who you met. Now you have to choose between firing them, redesigning the role around them, or pretending it's fine. None of those options were the plan.
The miss isn't usually the resume. Resumes describe what someone has done. The work demands a particular kind of wiring (how this person makes decisions, handles pressure, runs at problems or away from them) and that wiring is invisible across a conference table. It shows up in the work, three weeks in, when the polish wears off.
Role Benchmark closes that gap before the offer letter goes out. And once the benchmark is built, it stays. Every hire into the same role runs against the same standard.
Behavior work for landscape companies usually shows up in one of two forms. Certified consultants who know DISC inside and out but have never run a maintenance route. Or industry peers who've run plenty of routes but are working off gut.
Neither is enough by itself. The Maxwell DISC Method, certified and applied by somebody who's been in green industry for thirty years, is what this offering actually is. Same instrument the Fortune 500 uses. Different operator behind it.
Three deliverables. One decision now. One asset that lasts.
Every Role Benchmark engagement produces the same three things. The instrument calibrates to the role. Everything else stays consistent across hires.
The Benchmark
We start with your top performer in the role. They take the Maxwell Leadership benchmark assessment. Their wiring, the way they actually do the work, becomes the standard. Every candidate is measured against that standard. Now and the next time the role opens.
- DISC behavioral profile of your top performer
- TEAMS thinking style and role fit
- Values and behavioral attitude index
- The benchmark itself. Yours to keep. Reusable for the role.
The Candidate Comparisons
Each finalist takes the same assessment. You get a four-dimensional comparison report showing where they meet the benchmark, where they don't, and a set of custom interview questions targeted at the gaps.
- Side-by-side candidate vs. benchmark
- Variance analysis across every dimension
- Targeted interview questions for each gap
- Communication style and onboarding notes
The Debrief & Decision
A 60-minute Zoom session before the offer goes out. We walk the comparison. You ask the real questions (the ones you couldn't ask in the interview without sounding strange). The session ends with a hire/no-hire recommendation and, if you proceed, a 30/60/90-day onboarding plan tied to whatever gaps the comparison surfaced.
- Live walkthrough of the comparison
- Hire/no-hire recommendation
- 30/60/90 onboarding plan tied to gaps
- Two short check-ins inside the 90 days
Role Benchmark works best when the role matters.
This isn't a tool for every hire your company will ever make. It's a tool for the roles where being wrong is expensive. The roles you'll hire into more than once. The roles whose departure would set you back six months.
This is for you if you're hiring
- A general manager, branch manager, or account manager
- A sales lead, business development manager, or estimator
- A controller, ops manager, or any senior salaried role
- A foreman or production lead where the role drives the team
- Anyone whose departure would be expensive to recover from
This isn't for
- If you hire crew by the dozen, this isn't that. Volume hiring runs on different math.
- Seasonal or short-tenure positions don't earn the benchmark.
- If there's no top performer in the role yet, the benchmark has nothing to anchor to.
- If you've already decided and you're looking for validation, save your money.
- If the role itself hasn't been defined yet, that's a different conversation. Role Fit Review is the door.
From benchmark to decision in about two weeks.
Kickoff call
Thirty-minute call. We identify the role, who sets the benchmark, and the finalists. Scope and timing get confirmed.
Benchmark assessment
Your top performer takes the Maxwell Leadership assessment online. About 20 minutes of their time. Benchmark report comes back, gets reviewed.
Candidate assessments
Each finalist takes the same assessment. Comparison reports come back inside 48 hours. You get them, plus a set of interview questions custom-built to surface the gaps that matter for this role.
Debrief & recommendation
60-minute Zoom debrief before your offer goes out. Hire or no-hire, with the reasoning behind it. If hire, the action plan and check-in dates get set on this call.
Onboarding check-ins
Two 30-minute calls inside the first ninety days. The plan gets pressure-tested against what's actually happening. We adjust where it's drifting. We surface anything you should be watching for.
Invest once to build the benchmark. Reuse it every time the role opens again.
Role Benchmark is structured in three tiers. The initial engagement builds the benchmark and runs the first round of candidates against it. Additional candidates beyond three (or future hires into the same role) run at a much lower cost. Reusing an existing benchmark requires a brief review to confirm the role hasn't structurally changed.
Initial Engagement
Builds the benchmark. Runs the first round.
Additional Candidates
For candidates 4+ on the initial hire, or future hires once a benchmark exists.
Pre-Campaign Review
Required before reusing an existing benchmark. Confirms the role hasn't structurally changed.
Final pricing within the initial range depends on the role's seniority, the number of finalists, and your timing. Book a call to see numbers calibrated to your specific hire.
There's a role open. Let's benchmark it right.
Pick a time on the calendar. We'll spend thirty minutes on the role, the people you're looking at, and whether Role Benchmark is the right move (or whether something else fits better). No pitch deck. No homework. Just the conversation.
Prefer email? Reach out at paul@dimensionalpd.com
