The science of team fit.
The power of AI.
For decades, evaluating team fit required expensive consultants or large HR teams. AI changed everything. Now small businesses can use the same frameworks that Google, the Navy SEALs, and Fortune 500s rely on.
Why This Wasn't Possible Before AI
The research on team fit has existed for decades. What changed is our ability to apply it—at scale, affordably, instantly.
The AI Breakthrough
For decades, evaluating team fit required expensive consultants, months of training, or specialized HR teams. AI changed everything.
What Was Impossible Is Now Standard
Large language models can now analyze behavioral patterns, detect communication styles, and identify red flags—at scale, instantly, and with 82% accuracy.
Democratizing Expert Hiring
What used to cost $10,000+ per hire (external consultants) now costs pennies. What took weeks now takes minutes. Small teams finally have enterprise-grade tools.
What AI Makes Possible
Analyze 100+ responses in minutes
What used to take days of manual review
Detect patterns humans miss
Big Five, Trust/Performance Matrix, Google's criteria—no training required
Cost: Pennies instead of thousands
External consultants charged $10K+ per hire. AI costs $0.50.
Built on Validated Research
Our evaluation framework synthesizes decades of peer-reviewed research from industrial psychology, organizational behavior, and elite team selection.
Big Five Personality Model
50+ yearsThe most validated personality framework in psychology, with 10,000+ studies. Our dimensions map to Agreeableness, Conscientiousness, Extraversion, and Openness.
Source: Goldberg (1990), Costa & McCrae (1992)
Behavioral Interview Science
85 yearsMeta-analysis of hiring research showing behavioral interviews have 0.51 validity—the highest predictor after work samples.
Source: Schmidt & Hunter (1998), Psychological Bulletin
Google's Project Oxygen
2008-2013Analysis of 10,000+ manager reviews proving soft skills outweigh technical skills for performance. Top predictors: Communication, Teamwork, Problem-solving.
Source: Harvard Business Review, re:Work by Google
Navy SEAL Trust/Performance Matrix
Proven under pressureElite military framework for team selection. High performers with low trust are labeled 'toxic'—regardless of skills. Trust and character matter more.
Source: SEAL leadership sources
Built on 50+ Years of Validated Research
We don't use proprietary "black box" algorithms. Every evaluation dimension maps directly to peer-reviewed frameworks used by Google, the Navy SEALs, and industrial psychologists worldwide.
The Pattern That Inspired TeamSyncAI
I watched the same story play out dozens of times across teams of all sizes: A candidate nails the interview, demonstrates perfect skills. Three months later, the team is in chaos. Productivity tanks. Good people start leaving.
The person who looked perfect on paper? They didn't fit. Not because they lacked ability—they simply didn't work well with the existing team.
The "Skill Trap"
We hire for resume matches, obsess over technical qualifications, and skip the harder question: Will this person actually collaborate, communicate, and contribute positively to the team?
What the Navy SEALs Understand
When asked how they select members for SEAL Team Six, they use a simple framework: Performance on one axis, Trust on the other.
The surprising insight? They'd rather take someone with moderate performance and high trust than a high performer they can't trust. Why? Because skills can be trained. Trust and character? Much harder to develop.
If this matters when lives are on the line, why do we ignore it when building business teams?
The Trust vs. Performance Matrix
Adapted from Navy SEAL selection criteria
Skills can be taught. Character and trust cannot.
The Research: Why Team Fit Matters
Decades of studies consistently show hiring mistakes hit teams of all sizes.
Sources: CareerBuilder, SHRM, Schmidt & Hunter (1998), Felps et al. (Rotterdam School)
Why I Built This
The research existed. The frameworks worked. But only large companies with massive HR budgets could apply them. Then AI made it possible to democratize this knowledge.
I built TeamSyncAI to give hiring managers what they actually need: validated frameworks (Big Five, Google Oxygen, Navy SEAL Trust Matrix) combined with AI that can analyze responses at scale—revealing fit, surfacing red flags, and helping you make decisions backed by science, not gut feeling.
No video analysis. No invasive surveillance. Just intelligent questions guided by 50+ years of research—and AI that helps you make sense of the answers.
Deepesh Krishnan
Founder & Builder
Built nights and weekends from Halifax, Nova Scotia. After watching hiring consultants charge $10,000+ per evaluation while small teams struggled with gut-based decisions, I realized AI could change everything. TeamSyncAI brings enterprise-grade frameworks (Big Five, Google Oxygen, Navy SEAL principles) to teams of any size—at a cost that makes sense.
My belief: The best hire isn't the most impressive interviewer. It's the person who makes the whole team better. Now AI can help you find them.
Our Mission
Democratize science-backed hiring intelligence—so every team can make decisions with research, not guesswork.
Hire for Fit
Find people who strengthen your culture and complement your team's working style—using frameworks validated by 50+ years of research.
Build Stronger Teams
Create cohesive teams that collaborate better and stay together longer—backed by Google's Project Oxygen findings.
Grow with Confidence
Make hiring decisions with research-backed clarity, not guesswork, as your business expands.
Science-backed hiring. AI-powered insights.
Apply frameworks from Google, Navy SEALs, and 50+ years of research—without the $10K consultant fees or large HR team.
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