Go From Drowning In Resumes, Babysitting Underperformers, And Second-Guessing Every Hiring Decision To Knowing How to Hire, Onboard, and Train Top Employees 80% Faster With The TA-12 System
5-Star Reviews From 5-Star Hire Results
We've Been In Your Shoes Before With Hiring Mistakes...
We've spent hours filtering resumes only to get on Zoom call with someone who skimmed the job post but memorized the salary...
We’ve hired the “Best candidate” who crushed the interview, then froze when things got real...
We’ve played babysitter instead of business owner, jumping from crisis to crisis, cleaning up someone else’s work, and the list goes on...
But because of our mistakes, we've learnt the system on what it takes to make and break top employees in real estate, and want to share it with other business owners so they can scale but without the scars like we did.
But who are we? We’re Eddie Rosefield, Steve Richards, and Jerry Statham, aka the founders of Team Architects. After a combined 50 years in the real estate space, we have experienced every hiring mess you can imagine.
But, we’ve also seen what happens when you get hiring right. The kind of hires who own their role that move fast, think smart, and never need to be micromanaged.
We didn’t find those people by luck. We each had our system around it, one that came from tons of failing and then figuring out what actually works. So together, we combined our systems into what we call the TA-12 System, which has created hundreds of successful hires for real estate business owners.
Let's be honest, if DISC, Kolbe, or Myers-Briggs worked, you wouldn't be on this page right now...
Because DISC gives four traits but not 4 usable skills, so you’re left guessing if they can actually perform or just sound good to talk to in interviews....
Kolbe hands a score of how someone approaches problems, but not if they can solve them, so you hire based on preference, not proof....
And Myers-Briggs calls someone an "ENFP-A" or "INTJ-T" personality, which sounds smart until you realize it tells you nothing about how they’ll perform in your business.
Because DISC gives four traits but not 4 usable skills, so you’re left guessing if they can actually perform or just sound good to talk to in interviews....
Kolbe hands a score of how someone approaches problems, but not if they can solve them, so you hire based on preference, not proof....
And Myers-Briggs calls someone an "ENFP-A" or "INTJ-T" personality, which sounds smart until you realize it tells you nothing about how they’ll perform in your business.
If you're serious about hiring a team to scale, you can't keep depending on these tools that hire just on personalities and not cognitive performance as well.
Because if someone might be calm and analytical, but if they can’t communicate clearly or make fast decisions under pressure for their role, you're just going to end up either stepping in, fixing their mess, and doing the job you hired them to handle.
That's what makes our TA-12 System a whole different ball park compared to DISC, Kolbe, Myers-Briggs, and every hiring tool in the market. With our TA-12 System, you're able to assess 8 personality and cognition traits so you’re not just hiring someone who seems like a good fit, you’re hiring someone who’s ready to perform without micromanagement.
The process starts once a candidate completes the application, where their results are instantly compared to a role-specific avatar (built from your job description). The system then scores and color-tags each candidate, where green means interview, yellow means maybe, and red means don’t waste your time. That alone can cut your hiring time by up to 80%.
What used to take weeks of back-and-forth with different candidates can now take a single day.
But Team Architects doesn't stop there, the TA-12 Hiring System also gives you custom interview questions based on each candidate’s profile, so you're not stuck asking surface-level questions like “What’s your biggest weakness?” ever again to qualify.
Instead, you're digging into their brain on how they think, operate, and perform under the role. But finding the right candidate for the job is only half the battle. If your systems to onboard, train, and manage fall apart after the offer letter, that “great hire” won't last.
The ONLY Hiring System Built For Business Owners By Business Owners
Not another personality test, generic HR software, or recruiting service. A complete, proven system designed specifically for the unique hiring challenges of growing businesses.
Traditional Personality Tests
Focus on personality traits, not job performance
One-size-fits-all approach to different roles
No guidance on how to actually use the results
No help with onboarding or training
Can be manipulated by candidates
The TA-12 System
Built around performance indicators that predict success
Role-specific avatars based on successful hires
Step-by-step hiring process with clear decision points
Onboarding and training framework included
Behavior-based verification that can't be faked
That's Why We Also Include These Assets... To Ensure Your Hire Performs Above & Beyond Expectations
The TA-12 Hiring System doesn't just help you hire great people. It gives you everything you need to help them succeed
Flexible Hiring Solution: From DIY to Full-Service Support
Whether you want to implement the system yourself or have our team handle everything for you, we have a package that fits your needs
TA-12 Platform
For The DIY Entrepreneur
Know exactly who to hire with role templates and compensation plans that attract the right candidates
Eliminate 80% of bad-fit hires upfront using filters based on 8 personality and 4 cognition traits matched to your ideal role avatar
Ramp new hires faster with onboarding and training guides that show them how to win in their role from day 1
Track real performance with 30/60/90-day KPI templates that show you how well your hire is performing
TA-12 Recruit
For Results-Driven CEOs
We do all the heavy lifting for you (creating job posts, filtering candidates, setting up interviews) so you only show up for the final interview with handpicked candidates ready
Each hire is matched to your leadership style, as we reverse engineer your leadership qualities, then pair them with candidates based on those qualities of the job you're looking for
You still get full access to the TA-12 Platform, so once they’re in, you’ve got the systems to onboard, train, and manage them
When You Use Our TA-12 System You Get The Right People For The Right Team Like This
Tom Rauen
"We worked with Team Architects on hiring a Director of Operations and Sales Manager. The process was smooth and seamless. They were able to help with assessments for all applicants as well as in house staff to make sure we have everyone in the right seat. They helped with the job description, posting, and pre-screening applicants. We found two perfect fit candidates in half the time as expected. I highly recommend Team Architects for all hiring and HR assistance."
Dwight Harrison
"We have struggled for years to hire good people. Eddie, Steve, and the entire team at Team Architects made the process simple. We now have a proven process to send candidates through. We no longer waste time on unqualified people and only hire ROCKSTARS. Thanks guys."
Alex Gerhart
"In one conversation, we made a quick decision to hire Team Architects and use the system to find our COO. We had PTSD from bad hires in this role, but we went for it. We found the PERFECT candidate and this one guy has been a life-saver for our business. I cannot recommend you guys enough."
Frequently Asked Questions
How is this different from traditional interviewing?
Traditional interviews are mostly guesswork—based on gut feelings, charisma, or who “seems like a good fit.” The TA‑12 System flips that. We use data-backed insights and objective scoring to measure how someone actually thinks, solves problems, and performs—so you’re not just hiring who interviews well, you’re hiring who can win in the role.
Does Team Architects interview candidates for me and my business?
We don’t run your final interviews—because no one knows your business and culture better than you do. But we do take care of the heavy lifting beforehand. Every candidate we send your way has already gone through a live Zoom pre-screen with our team, where we vet their experience, qualifications, and fit for the role. So by the time they reach you, you're only spending time with top contenders—no sorting, no guessing, just high-quality interviews that move fast.
How much time and money will this save me?
Most clients cut their hiring time by 80%—and save around $45,000 per hire by avoiding bad fits, endless interviews, and costly turnover. The best part? TA‑12 usually pays for itself with your very first great hire.
What if I've made several bad hires already?
You’re not alone—that’s exactly why we built the TA‑12 System. We made the same costly hiring mistakes ourselves, and we were tired of guessing. This system was built to fix that. It doesn’t matter how many misfires you’ve had—TA‑12 gives you a clear, proven way to finally get it right.
What roles do you have profiles for? I'm looking to fill a few key positions in my company.
We’ve got 15+ proven role profiles ready to go—from Lead Managers and Executive Assistants to COOs, CFOs, and Acquisitions Reps. But if you’ve got something more unique, no problem. You can request a Custom Role profile, and we’ll build one for you—for a small fee. Either way, you’re covered.
Will this help with onboarding new employees?
Absolutely. TA‑12 doesn’t stop at hiring—we give you onboarding frameworks and role-specific training guides that turn new hires into productive team members, fast. So you’re not just filling seats—you’re setting people up to succeed from day one.
How does this help with retention?
Retention starts with the right fit—and that’s exactly what TA‑12 delivers. We help you hire people who are built for the role, not just good on paper. Plus, we give you tools to manage and lead them based on how they think and work best. When people feel aligned and set up to succeed, they stay.
How long until I see results?
It depends on the role—but most clients see qualified candidates ready for interviews within 4 to 6 weeks. C‑level hires may take a bit longer, but roles like agents or managers move fast. Whether you use our done-with-you service or self-implement with the platform, the process gets quicker and sharper with every hire.
