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Fitted Contractors Serving:
  • Private estates
  • Start-ups
  • Governments

Objecs LLC is a U.S. small business since 2007 specializes in providing technical staff for contactless and other emerging technologies. We are proud to have a small collection of some of the most gifted workers in the industry.

Hires can be arranged through Objecs directly or in some cases through your existing human services provider. We can accommodate requests for multilingual, security clearances, global travel and much more.

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Fitted Contractors

Kolla
Recruiter
Blog posting: October 12, 2014


When you hear the term 'fitted contractor' know that it was born here at Objecs circa 2010 in a claustrophobically small rented office space in Tempe, Arizona. Now that the term has crept out of our internal space and into public usage we thought this would be a good time to tell the story behind it.

In the early days our workers provided software-based solutions in a niche market of private estates and business needs. At the time we had only a few workers, but all of them were solid and effective. The question was how could we replicate that hiring success to meet future needs. While working to find an answer, one of our earliest staff developed an algorithm that was simple and elegant in aiding with the task of finding new workers. That algorithm is still in use today and is the subject of this post.

The original algorithm design began with two assumptions: everyone was gifted in some way, and that there were about 5% of the population gifted in the way we needed. The objective was to design a method (algorithm) to identify the individuals we were most interested in.

The Question of IQ

In pursuit of our algorithm we learned a lot about individual capacities and the traits that foster them. We learned that plotting an ever growing list of desired traits for a single new-hire on one axis and ROI values on the other resulted in a curve that was a close approximation of the normal distribution. Following the curve trace showed that adding greater and greater job requeiments or skills results in a diminishing return against the objective metrics - it falls off peak. Although the curve fall-off was not any great revelation it was still helpful in baselining our emerging strategy. There is nothing wrong with camels (has every trait), but if one is looking for a race horse another technique would be needed.

This same graphical result (not shown) was reflected when pursuing purely IQ. Again, not a great revealation, but it was a valuable baseline. What this meant was that we were not looking for just a high IQ in a contractor. In other words, a higher and higher IQ was not necessarily a better and better match for our customer's objective. This was wonderfully comforting for people like me that are pretty average in the IQ area, but still feel we can be exceptional contributors, thank-you-very-much.

The information to this point was telling us that there were going to be tradeoffs. We needed individuals that matched our desired trait list (in varying magnitude) and in return we were willing to accept diminished capacities in other areas, what we sometimes call weaknesses. The only thing missing was a construct to represent this idea; a construct that those of us that hire people could wrap our arms around and apply.

People as Platonic Solids

In hind sight, the idea of using Platonic solids in this way was clever. It's an idea based on representing human traits in some of the same proportions found in nature. There is no short way to share the full story behind this model, but in summary it started with identifying ratios found in human physical form and mental capacities which matched a mathematical curve called the Fibonacci sequence.



The Holy Grail of Intellectual Targeting

What follows is an idea that we believe was fully original in 2010 when we first started working with it. Although the idea has made its way into public discussion years ago, this is our first published description of it. It is an unorthdox method in the world of recruiting, and certainly not for everyone. In short, we created an algorithm that focused not on a persons strengths, but on their weeknesses. That's it, our holy grail, and the shortest way to describe the platonic model. It's a model that frames a three dimensional perspective of a persons traits starting with what we loosely call their weaknesses which are used to predicts strengths.

This may sound like we are not interested in a persons strengths, but that's not the case at all, it's just that it's a different way of discovering them. To better appreciate this method it may help to be aware that most of us do not have trait weaknesses or deficiencies in the same intensities as some of our workers do (we all have weaknesses, just note at significant level). Those weaknesses seem to rather consistantly predict a point 135 degrees in opposition, for example, to good traits that we find most valuable (the gifted parts).

So, platonic solids bring this idea into a shape that a recruiter can think on and conceptualize in the hiring process, but more importantly it frames it pragrammatically for software. We're generally after a certain solid that we find most profitable for our own business. Why platonic solids work for all of this is less clear, but in the end it provides a better chance at finding diamonds in the rough or brilliant individuals that may not know themselves what they're capable of.

What I really like about the method is that I have gotten to where I can, on a simple level, apply it without using the supporting software. There is no doubt the software is needed to provide the big picture and data summations, but with a bit of practice a person can go a long way just pondering the relationships visually. It's like peeling off the new packaging of a Rubik's cube and you know from one side that the whole cube is solved; some people are like this in how they fit. Strangest thing in the world it is. Now, I can't ride the subway home without seeing quirks and weaknesses in individuals and asking myself with excitement, 'is that a gifted, or .... maybe just everyday lunacy'. I know, I need a vacation.

For those that are unfamiliar with the history of these shapes, Platonic solids have been a subject of focused interest to both Plato and Euclid of Alexandrea. For our needs each facet represents individual traits, trait intensity and a traits relationship to other traits (next to, opposite, etc). Each solid must have some minimal mass and that mass could be thought of as IQ (an oversimplification). We require some minimal mass before we venture into the work of identifying a potential worker as fitting a particular solid. There are five solids: Tetrahedron, Hexahedron, Octahedron, Dodecahedron and Icosahedron. The algorithm we use aids in identifying whether a person is a match for one of these shapes with our highest interest in two of the five shapes. If that process results in a matching a person to a shape then we describe them as being fitted, thus the origin of the term fitted contractor.

Creating Cyborgs

No, I'm afraid we didn't end up with any Cyborgs. However, this might be a good time in history to ponder what targeting intellectual traits means for humanity. My take on this has two general observations.

First, this blog describes only the tip of the iceburg of this greater idea; an idea that technology will increasingly be assisting with identifying what we are each good at. Second, no matter how gifted someone may be there are likely unseen challenges that are as substantial as thier gifts. In other words, we should be carefull about wishing to be like someone else because the cost might be more than we could bare. I think we can all be thankful for who we are and work to improve ourselves for tomorrow.

Lastly, I have come to clearly see how important intellectual diversity is to an organization. I think of it in terms of cooking. A little seasoning (fitted contractor) can do wonders for the entire dish but too much could ruin it. As I stand in awe of what some of these kind contractors can do I also know that a company where every employee was a Tet (Tetrahedron classification) would surely go out of business. If a company or hiring manager only hires those that are like them or only those that they are most comfortable with then they are probably also at equal risk. Intellectual diversity is a beautiful thing to see in action, but I suppose it does take a bit of conscience effort to foster it.

May all of your hiring be perfect.