Method
Every score has evidence.
55 datapoints, 7 weighted pillars, one 0–100 index. Every value points to the public source it comes from.
Seven weighted pillars
Each pillar is scored independently, normalised against the sector and aggregated into a 0–100 index.
- P118%
Purpose & Impact
Alignment between stated company mission and evidence visible to external candidates across all digital touchpoints.
- P218%
Career Growth
Quality and specificity of growth pathways communicated across career pages, job posts, and employee-generated content.
- P314%
Work-Life Integration
Coherence of flexibility claims against policy documentation and third-party employee signal data.
- P414%
Diversity & Inclusion
Measurable evidence behind D&I commitments, beyond representation statistics to process and culture signals.
- P513%
Transparency
Accessibility, honesty, and completeness of candidate-facing communication on compensation, process, and expectations.
- P613%
Innovation
Perceived technology orientation and appetite for change, scored against sector peer norms.
- P710%
Reality Check
Auto-scores public signal consistency against claimed narrative. Flags claim gaps under the Claim Cap Rule.
0–100
Pillar weights are calibrated annually against a panel of 800+ Gen Z and Millennial candidates in Italy. Sector-specific recalibration available on enterprise plans.
From a source to a score
Every datapoint is logged with source, date and check. When a claim lacks public evidence, the Claim Cap applies.
Sample evidence
- ID
- GPI-P5-0142
- Pillar
- P5 · Transparency
- Source
- Public job post · career page
- Captured
- 12.09.2026 · 09:41
- Check
- No salary range
Signaling Theory
We measure signals sent, not internal quality.
Claim Cap
No public evidence, no full score.
Sector calibration
Separate rubrics for manufacturing and knowledge work.
Correlation with hiring outcomes
Validity · preliminary data
- r = 0.71
- Qualified applications
- r = 0.54
- Offers accepted
- r = −0.61
- First-year turnover
- κ > 0.87
- Analyst agreement
Subsample of clients sharing their KPIs · 12-month follow-up in progress · full study in 2027. The scan needs no internal data.
Public sources only
The scan uses public and semi-public sources only: no internal HR data is required. The recruiting KPIs used for validation are shared voluntarily by client companies.
In the preliminary data, the GPI score explains roughly half of the observed variance on recruiting KPIs. The remainder depends on factors no perception indicator can capture: actual pay, local labour market, posting timing. GPI is a diagnostic indicator, not a deterministic function.