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Read moreThe Challenge:
As founder and CEO of Heka Hoods, Yvette Kordick had big ambitions for growth. But she quickly realised that scaling a company isn’t just about the product or the strategy, it’s about the people who make it happen.
Retention was sitting at around 70%, and for a growing business, that wasn’t sustainable.
Yvette explained:
“I kept thinking there had to be an easier way to hire, a way to improve the process and make sure we were putting the right people into the right seats.”
Getting the “right people in the right seats” meant more than just filling positions. It was about matching the behavioural needs of the role with the natural drives of the person stepping into it. When that alignment exists, people thrive, stay longer, and contribute at their best. When it doesn’t, employees are effectively forced to work against the grain of their strengths, creating frustration, disengagement, and ultimately turnover.
The APPROACH:
The journey began with a deep look inward. Yvette and her leadership team started by assessing their existing staff with Predictive Index (PI). This gave them clear insight into how each team member was wired, what motivated them, and where there might be mismatches between the role requirements and individual behavioural needs. For Yvette, this was a revelation: “When people are in roles that don’t match their behavioural needs, they’re working the opposite way to what comes naturally. That helped me understand a lot of the behaviours I was seeing in the team.”
Armed with those insights, Yvette could see the value of aligning work needs with roles, not just for her current staff, but for future hires. From there, the business embedded PI into recruitment, making it the backbone of every hiring decision. Every new role is now profiled through PI, defining the behavioural characteristics needed to succeed. Those insights inform more targeted job ads that attract candidates who are better aligned from the outset. Once applications come in, candidates complete the behavioural assessment, giving the team a fast, evidence-based way to see who is a strong match and who wasn’t. This process not only saves significant time but also gives hiring managers confidence. Instead of relying solely on gut feel, now they have data to guide their decisions.
“The level of accuracy of the behavioural assessment results blew my mind. It’s transformed the way we think about people.”
Yvette Kordick
CEO, Heka Hoods
The IMPACT:
The results have been transformative. Retention has climbed from 70% to 95%, a shift that reflects the power of having the right people in the right roles. Almost every new hire passes probation, thanks to the clarity PI provides around each person’s natural work style and how it aligns with role expectations.
Recruitment itself has become faster, and more reliable. By filtering candidates based on behavioural match, the team can focus energy on those who are most likely to succeed. This has cut down on time, reduced hiring costs, and built a stronger pipeline of talent. Beyond recruitment, the ripple effects across the business have been significant. Leaders feel more confident making people decisions, teams trust in the hiring process, and employees feel set up for success from day one. Since recruitment is now grounded in behavioural data, that same insight naturally carries forward, giving leaders a clearer foundation for coaching, feedback, and even succession planning.
Final Thoughts
For Yvette, the benefits extend far beyond filling roles: “I’d highly recommend both PI and Red Wolf Group. They’ve empowered my team and helped made growing and scaling so much easier.” By embedding PI into their business, Heka Hoods has transformed the way they attract, hire, and grow talent. It’s no longer about hoping for the right fit, it’s about knowing.
