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Empower your organization to hire smarter with PXT Select™.

About Us

Jeannette Fitzwater Headshot
Jeannette Rudy Fitzwater, RCC

I have "walked in your shoes," bringing over 30 years of leadership experience in both the corporate and non-profit world. My passion and goal is simple--to help you, your business, your leadership team, and your associates to build a better and more effective workplace.

It all starts with matching the right person to the right job. However, then you next need effective onboarding. coaching, mentoring and development. Whew--it can be overwhelming! I can help lessen your burden by serving as your partner along the way and introducing you to a set of new tools for your toolbox.

PXT Select makes the very human decisions about hiring simpler and smarter. This assessment helps fill the gap between the resume and the interview. It provides organizations with actionable objective data about candidates in a simple to understand format that can help you to interview better and hire smarter. Best of all, this tool measure's a candidate's cognitive abilities, behaviors and interests, building a foundation for his or her ongoing development!

PXT Select is a great start as you embark on selecting your next team members! Your ultimate return is a more profitable, productive and efficient workplace, with far fewer headaches!


  • Why do I need a hiring solution?

    A recent survey showed that the top concern of CEOs is recruiting, selecting and developing their key associates. It's simply not easy! Many candidates look good on paper and sound even better in the interview. Then even if we hire the right person for the right job, how do we keep the good ones on board? Then we need to grow and develop their talents.

    PXT Select offers a tool in your toolbox to help you make the human decisions about hiring simpler and smarter. Essentially it is a unique selection assessment that fills the gap between the resume and the interview. It's not over when the candidate it is hired, it provides coaching tips on how to effectively onboard the new hire and how to develop them in the future. You'll even be able to better judge their aptitude for future roles in your company.

    Finally there is one assessment that provides access to a full suite of reports. So you're really investing in an overall workplace toolkit rather than a one-time selection tool.

  • How does it help me to make better hiring decisions?

    Typically a client will ask the top 3-5 candidates for a position to complete an assessment. It's a robust profile, which takes about an hour to complete. It rates candidates on various cognitive skills (math and verbal) as well as style attributes. It even inquires as to various candidate interests.

    The results are combined in a report showing how the results match up with a performance model, customized for that particular position. You'll see the "fit" and then be given specific interview questions and tips on "what to listen for" with each candidate, giving you a meaningful edge in your hiring process. So it really does fill the gap between resume and interview!

    You may even review a multiple candidate report so that you may compare multiple candidates for a single position. It gives you some analytical data so that you may make hiring decisions with ease!

  • How is the hiring model developed?

    It's important to understand the range of scores and behaviors for the position you are trying to fill. It's all about learning who would be the ideal candidate for that role.

    Download the attached sample report to better understand the process.

  • How will I know if the candidate is a fit for this particular team?

    Sometimes you may hire an excellent, well skilled associate, who simply isn't a match for a particular team. Once you have developed your database to include assessments from the team manager as well as the associate's peers, it becomes simple to begin exploring this level of fit. You'll actually be able to predict how well a potential candidate would fit an existing team, or address your current team's dynamic and strengths. Plus, the Manager-Employer report reflects how these two may more effectively work together.

    Ultimately, it's all about finding the right fit!

  • How is this used for onboarding and employee development?

    One of the first things your manager will want to do is to review the Coaching report. This will give him or her specific ideas on how to coach and develop the new associate. Imagine how this may improve your retention rate!

    Your database of positions and profiles will continue to grow. For career development there is an excellent tool--the Multiple Positions report. You may run the employee's profile against the various models for positions. You'll soon be able to better understand the capabilities and fit for future positions. It sounds a little like succession planning, doesn't it!