Cloverleaf: Are They Evolving the Hiring Industry?

In my last post regarding the Myers-Briggs personality test, I mentioned that I had researched a company called Cloverleaf, but I didn’t have the opportunity to elaborate upon why I was researching that company. The reason for my research lies with an assignment that was related to the Agile Method of Project Management and was influenced by Matt Hunckler’s post on Forbes.

The ultimate result of my research was a presentation. What I found fascinating is that my audience not only appreciated Cloverleaf’s mission, but they asked questions that even I hadn’t considered. I believe that the interest that my presentation invoked in my peers is cause for me to take a moment and share with you why I believe that what Cloverleaf does may have a significant impact on the future.


October 2017: Kirsten Moorefield, co-founder of Cloverleaf, did an interview with Powderkeg. Kirsten’s presentation on Cloverleaf in combination with the following Q&A session hooked my attention and enticed me to research what it was that was making Cloverleaf so fascinating to me. I have been in contact with Kirsten since that time, and her assistance in answering my questions has only furthered my belief that what Cloverleaf does is the way of the future.

1. Individuals and Interactions over Processes and Tools

Cloverleaf’s mission is to help agile managers follow the first item in the Agile Manifesto: ‘Individuals and Interactions over Processes and Tools,’ and as Kirsten points out “Cloverleaf is the first technology to focus on individuals and interactions.” (Powderkeg, 2017) Processes and tools can be created, altered, and removed, but people are unique.

2. Assessments: Team Member Comprehension

It is the people within a team who will determine the success of a project. But how do you determine people? Cloverleaf uses a series of complex algorithms that consider input from Resumes, DiSC, StrengthsFinder, Myers-Briggs, VIA, Cloverleaf Culture Pulse Survey, etc. in order to determine the optimum team combinations within a company. From there, members are then able to see their individual assessments as well as team assessments – though team assessment access is determined by the organization.


3. Finding the Right Fit

A good team can only exist if the people within that team “fit” with the project objective. But what does “fit” even mean? “If you don’t have a baseline, or you don’t understand how to measure the team, then how could you possibly identify ‘fit’.” (David Murriner, 2018) Using the above mentioned assessment tools, Cloverleaf optimizes team members through culture, skills, behavior, strengths, and roles. To go further, they then work on transforming management through team quantity scaling and cultural transformations. Their UI/UX Co-Founder, Levi, gives an even more in-depth explanation on fit in his TEDx presentation – making a note that being the outlier is sometimes just as important for ‘fitting’ as being in the norm.

Based on what I know and what Cloverleaf has demonstrated, people as individuals, and as a part of a team, will ultimately determine the success or failure of a project.

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