Measuring only competencies
Skills get you the interview, but they do not predict retention or team fit.
75% of hiring managers have never been trained to create a team.
Found! gives your organisation a dependable system for building great teams and keeping them.
The Found methodology has been used to place executives at companies including
McKinseyBCGPwCDeloitteOliver Wyman
From Theory to Practice
This isn't academic. It's a field-tested placement method.
Found! is the same methodology William Laitinen has personally used to place hundreds of executives across global firms. You are not buying a concept. You are applying a system that has already worked repeatedly in high-stakes hiring decisions.
The hiring problem nobody talks about
Traditional hiring focuses on the wrong things. We obsess over resumes and technical skills, while ignoring the actual predictors of success.
Ignoring core values
When values misalign, friction is inevitable. Most interviews skip this entirely.
Assuming motivations
High performers leave when their role does not match what drives them.
The Research
We discovered what
actually makes people stay.
Based on over 300 hours of exit interview research and longitudinal studies on employee retention, we built the Exige Motivational System - five factors that explain why people leave, and what keeps them.
92.8%of voluntary departures trace to motivational misalignment
300+Hours of exit interview analysis
Hover Over a segment to explore each motivational factor
Three dimensions. One framework.
The CVM framework aligns the three critical pillars of long-term employment success.
Competencies
Can they do the job?
If missing = Frustration & Poor PerformanceValues
How do they work?
If missing = Cultural Friction & ToxicityMotivations
Why do they work?
If missing = Burnout & TurnoverSix modules. New Found confidence.
A step-by-step program to transform hiring from guesswork into a predictable system.
Module 01 - The Introduction
Most interviewers skip straight to the questions. But without trust, candidates perform. They don’t share. Learn how a world-class introduction sets the foundation for everything that follows.
Explore FurtherModule 02 - Defining Talent
Ask ten hiring managers what “talent” means and you’ll get ten different answers. This module gives you a research-backed framework to define exactly what you’re looking for, before you ever sit down with a candidate.
Explore FurtherModule 03 - Creating Great Questions
The difference between a good interview and a great one comes down to the questions you ask. Learn how to design questions that reveal competencies, uncover values, and surface the motivations that predict long-term success.
Explore FurtherModule 04 - Right Question, Right Time
Knowing the right questions isn’t enough. You need to know when to use them. This module builds the real-time judgment that turns preparation into performance.
Explore FurtherModule 05 - The Sell
The best candidates have options. If you’re only evaluating and never selling, you’re losing talent to competitors who do. Learn how to make a compelling, personalised case based on what you’ve already learned in the interview.
Explore FurtherModule 06 - Choosing the Right Candidate
Great interviews mean nothing if the final decision is driven by gut feeling. Learn a grading framework that protects against bias, prevents red flags from being buried, and turns evidence into confident hiring decisions.
Explore Further
Hi, I'm William Laitinen.
I'm a practitioner who got tired of seeing good companies hire the wrong people, and good people get stuck in the wrong jobs.
After hundreds of exit interviews, I found the pattern: values and motivations were often missed during hiring.
Read my full storyReady to change how you hire?
Join hiring managers building world-class teams with the CVM framework.
Start Found Today