Measure traits that drive impact
Evaluate cultural fit, leadership potential, and behavioral tendencies using scientifically validated OCEAN (Big Five) and DISC assessments built directly into your hiring flow.
What psychometrics enable
Technical brilliance doesn't matter if the candidate clashes with your culture. Understand how they work, not just what they know.
Validated Psychometrics
Built on OCEAN (Big Five) and DISC models, ensuring high predictive validity for intrinsic traits and workplace behavior.
Role-Specific Profiling
Compare candidates against behavioral benchmarks specifically designed for sales, engineering, leadership, or support roles.
Anti-Faking Technology
Advanced consistency tracking and forced-choice methodologies prevent candidates from providing socially desirable but inaccurate answers.
Actionable Interview Guides
Generate custom interview questions for human hiring managers based on a candidate's specific behavioral weak points.
The Science of Hiring
We combine the two most trusted psychological frameworks to give you a 360-degree view of every candidate.
OCEAN (Big Five)
Measures intrinsic personality traits to predict long-term cultural fit, resilience, and general work style.
- Openness
- Conscientiousness
- Extraversion
- Agreeableness
- Neuroticism
DISC
Evaluates observable behavior to understand how candidates communicate, handle conflict, and approach leadership.
- Dominance
- Influence
- Steadiness
- Conscientiousness
Why behavioral data matters
Most hiring failures aren't due to technical incompetence — they're due to behavioral misalignment. Combining OCEAN and DISC gives you x-ray vision into how someone actually operates under stress, collaborates with others, and approaches leadership.
Built for holistic hiring teams
The best teams use behavioral data to augment their technical and experiential interviews.
HR Leaders
Ensure organization-wide cultural alignment and reduce costly 90-day turnover rates.
Talent Acquisition
Equip hiring managers with tailored behavioral interview questions based on candidate test results.
Hiring Managers
Understand how a new hire will communicate, resolve conflict, and collaborate with existing team members.
"Adding the personality test reduced our first-year attrition by 40%. We finally understand how a candidate will collaborate with our existing team before we make an offer."
Questions, answered
How long does the personality test take?
Our standard assessments take between 10 to 15 minutes. We optimize for high completion rates by avoiding bloated, hour-long questionnaires while still capturing statistically significant behavioral data.
Is it scientifically validated?
Yes. Our models are built on the proven frameworks of OCEAN (Big Five) and DISC occupational psychology research. They are regularly audited for predictive validity and adverse impact.
Can candidates fake their answers?
We use forced-choice formatting, ipsative testing, and consistency checks to identify and mitigate socially desirable responding (faking). If a candidate tries to game the system, the report will flag low consistency.
Does it integrate with technical interviews?
Yes. You can combine a Personality Test with a Code Editor or AI Interview session to get a holistic view of both a candidate's hard skills and behavioral tendencies in a single report.
Is it designed for fair hiring?
Yes. Our assessments are designed with fairness in mind and undergo regular analysis to help ensure equitable outcomes across all demographic groups.