For hiring teams, managers & people leaders
Hire, build teams, and grow your people on real evidence — not instinct. Pick a goal and explore a live report below.
Hire the right person. Your whole pipeline, ranked by fit for the role. Switch the role and the same people re-rank — open anyone for their full report.
Sample respondents · every score computed live by the same engine your dashboard uses · no data of yours required
No credit card First assessment free Research-backed & transparent
Why evidence beats instinct
1 Gallup · 2 Schmidt & Hunter (1998) · 3 McCrae & Costa. Full citations ↓
The honest problem
A typical unstructured interview explains only about 14% of how someone will actually perform. Pair a role-mapped Big Five assessment with a structured interview and you roughly quadruple that — the strongest evidence-based way to hire.
This isn't about replacing judgment with a number. It's about giving your judgment better evidence: what a person is like to work with, where they'll stretch, and exactly what to probe before you decide.
How well each method predicts on-the-job performance (predictive validity, r×100)
Schmidt & Hunter (1998), 85-year meta-analysis. The relative ranking is uncontested; absolute values were corrected downward in later re-analyses.
You saw it live above. Every respondent produces the same rounded read — for hiring, for team-building, or for development — computed the moment they finish, no analyst required.
Five domains and 30 facets, each scored to a normative percentile. The stable work tendencies a CV can never show.
Every candidate measured against the role you defined, with a transparent 0–100 score and visible weights — no black box.
Where a person aligns with how your team really works — and where the tension is worth an honest conversation.
Leadership, conflict, resilience, sales, strengths, and culture — a rounded read, not a one-line label.
Behavioural questions with 1–5 scoring anchors, tailored to this person. Your panel walks in aligned, not winging it.
Rushed or inconsistent answers are surfaced, not hidden — so you know when to treat a score as directional.
The Big Five is the model with the strongest evidence base in workplace research. Here's a fraction of it.
Across decades of longitudinal studies, personality traits predicted life outcomes — career success, relationships, longevity — about as powerfully as socioeconomic status or cognitive ability.
Roberts, Kuncel, Shiner, Caspi & Goldberg (2007), The Power of Personality
In the meta-analysis that established trait-based hiring, Conscientiousness predicted job performance across effectively every occupation studied — the one trait that generalises everywhere.
The same five-factor structure recovers in more than fifty cultures, including languages with no shared history — one of the most replicated findings in personality science.
One input, not the whole person. Personality informs a hiring decision — it never defines it. We surface signal for the conversation; the judgment stays yours.
What fit is worth
Gallup's meta-analysis of 3.35 million employees compared the most- and least-engaged teams. Hiring and developing for genuine fit is how you land on the right side of these numbers.
Gallup Q12 Meta-Analysis, 11th Edition (2024), top- vs bottom-quartile engagement · manager-variance figure from Gallup (2015).
Paste the job description you already have. We draft a role profile with transparent trait weights — you approve them before anyone answers a question.
A branded, mobile-friendly link — about 10 minutes, no candidate account. Your whole pipeline completes on their own time.
Open the ranked shortlist, the fit reports, and the tailored interview guide — then keep the same evidence for a 30/60/90 onboarding plan.
You just explored real reports with sample data. Your first assessment on real candidates is free — no card, no setup, no catch.
References
Engagement and turnover figures describe hiring and developing for genuine fit and engagement, not any single tool. Personality assessment is one input among several — used here to sharpen interviews and onboarding, never to auto-reject a candidate.
See who actually fits. Your first assessment is free.
Start free