About Get Claude
We believe motivation predicts success better than credentials.
Founded by Greg Huang
Greg Huang has spent nearly two decades in talent assessment and distributed team building. After graduating from UC Berkeley and spending two years in Blackstone's private equity group, where he saw firsthand how the world's most rigorous investors evaluate management teams, he spent 16 years building and managing distributed teams of over 20 people across Eastern Europe, India, Latin America, and the Philippines.
The pattern was consistent across every region and every role: the hires who succeeded were the ones who cared about the work. Skills could be taught. Tools could be learned. But professional pride, coachability, and genuine motivation. Those either existed or they did not. The standard hiring process spends 90% of its time evaluating skills, which account for only 11% of new hire failures. It gets the priority order backwards.
At Blackstone, Greg saw how PE firms used structured whole-person assessment for executive hiring, evaluating character, motivation, and cultural readiness alongside technical capability. That rigor worked, but it was reserved for hires where the salary justified a $50,000 search firm. He wanted the same methodology available to every company, for every hire, at every level.
Claude exists because Greg needed a better way to test what he believed about hiring: that motivation predicts success better than credentials, and that candidate-company fit matters more than raw skill. The platform measures something most hiring processes ignore: the difference between wanting to be in a high-performance environment and being ready for one. Someone who prefers a high-performance culture but has never worked in one may struggle. Preference and readiness are different, and we measure both.
The hiring market has a classic information problem. Companies cannot tell who will care about the work. And talented workers, especially in emerging markets where information asymmetry is highest, cannot prove they are talented. Structured assessment solves both sides: it gives companies verified signals, and it gives good candidates a fair way to demonstrate what they can do. Every candidate gets the same evaluation. No name-brand degrees required. Just prove your ability, your motivation, your fit.
Claude is currently in private beta, serving a small group of teams. This is intentional. Getting assessment right matters more than growing fast.
What We Believe
Motivation First
We assess character and motivation before skills. Research shows 89% of new hire failures are attitudinal, not technical. Someone who takes pride in their work and is coachable will outperform a more credentialed person who does not care.
Fit Over Credentials
The best predictor of whether a hire succeeds is candidate-company fit. We measure fit preference and fit readiness separately. Wanting to be in a high-performance culture and being ready for one are different things. Every candidate gets the same structured evaluation regardless of background.
Structured and Verified
Every evaluation uses structured methodology: whole-person assessment, not resume screening. We verify claims through assessment because it protects both sides. Companies get reliable signals, and honest candidates finally have a way to stand out.
Research-Driven
We track outcomes and validate our predictions. The platform exists to test hypotheses about what predicts job success, then improve based on real data. We are honest about what we have confirmed and what we are still learning.
Our Expertise
Nearly two decades across talent assessment. From Blackstone's private equity due diligence to building distributed teams across four regions. Over 1,000 candidates evaluated through structured assessment methodology.
The assessment approach that PE firms and Fortune 500 companies use for executive hiring (structured whole-person evaluation of character, motivation, cognitive ability, and cultural readiness) has been available only to companies that could justify $50,000 search firms. We built Claude to make that same rigor available to every growing business, for every hire.
Cross-cultural hiring requires more than translation. Communication styles, professional norms, and authority relationships differ across regions. A Filipino professional's deference to authority is a cultural norm, not a lack of initiative. An Eastern European engineer's directness is professional communication, not rudeness. The platform is built with cross-cultural validity in mind. Assessment must account for these differences, not penalize them.
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