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As AI research increasingly reveals that the key factor in successful hires is 'team fit' rather than education or experience, HR managers at IT companies with 10–50 employees want to evaluate team fit but lack concrete methodologies. Currently relying on interviewer intuition, the turnover rate within the first 3 months reaches 15–25%, with 5–8 million KRW (~$3,750–$6,000) in hiring and onboarding costs per person becoming sunk costs.
Profiles existing team members' work styles, communication preferences, and decision-making patterns through surveys, then administers the same assessment to candidates to calculate a team-candidate fit score. Identifies high-conflict dimensions in advance (e.g., autonomy preference mismatches) and auto-generates tailored interview question guides.
| N Novelty | 1-5 | How uncommon the service is in market context. |
| U Urgency | 1-5 | How urgently users need this problem solved now. |
| M Market | 1-5 | Market size and growth potential from proxy indicators. |
| R Realizability | 1-5 | Buildability for a small team with realistic constraints. |
| V Validation | 1-5 | Validation signal quality from competition and demand data. |
| Tech Complexity | / 40 | Difficulty of core implementation stack. |
| Data Availability | / 25 | Practical availability and cost of required data. |
| MVP Timeline | / 20 | Expected time to ship a usable MVP. |
| API Bonus | / 15 | Bonus for viable public API leverage. |
| Competition | / 20 | Signal quality from competitor landscape. |
| Market Demand | / 20 | Demand proxies from search and mention patterns. |
| Timing | / 20 | Fit with current shifts in tech, behavior, and regulation. |
| Revenue Signals | / 15 | Reference evidence for monetization viability. |
| Pick-Axe Fit | / 15 | How well the concept serves participants in a trend. |
| Solo Buildability | / 10 | Practicality for lean-team implementation. |