Understand the people behind the culture score.
Five validated instruments — Big Five, DISC, Type Scales, Emotional Intelligence and Dark Triad screening — measuring how your people work, decide, relate and cope under pressure, so hiring, promotion and team design stop being guesswork.
Why organizations run it
Compare candidates on evidence-based traits instead of interview charisma, and cut costly mis-hires.
See where a team is heavy on drive but light on structure — and staff the gaps deliberately.
Coaching lands when it's aimed at real trait patterns rather than generic training modules.
Everyone answers the same validated instrument, scored by the same formula. No interviewer bias.
Combine individual traits with your verified culture data for a full picture of why a workplace behaves the way it does.
Every submission produces a trait breakdown, interpretation, and a downloadable PDF report.
Five instruments, one assessment suite
Personality, behaviour, decision style, emotional intelligence and risk screening — enable any combination.
The assessments we run
Five instruments, one flow. Your administrator chooses which ones to enable — an organization can run several at once, and when a person completes more than one we produce a combined, cross-referenced interpretation.
The five traits that predict how people work, decide and cope.
44 validated statements measuring extraversion, agreeableness, conscientiousness, neuroticism and openness — the most widely replicated model of personality in occupational research.
Instrument: John, O. P., & Srivastava, S. (1999). The Big-Five trait taxonomy. Handbook of Personality: Theory and Research (2nd ed.), Guilford Press.
How a person takes action, persuades, paces and follows rules.
24 statements mapping observable work behaviour onto four styles — Dominance, Influence, Steadiness and Conscientiousness. Fast, plain-language and easy for managers to act on.
Instrument: Marston, W. M. (1928). Emotions of Normal People — DISC behavioural model, workplace adaptation.
Four preference pairs that produce a familiar four-letter type.
32 forced-preference statements across Extraversion–Introversion, Sensing–Intuition, Thinking–Feeling and Judging–Perceiving. Built on Jung's typology and reported in the four-letter format teams already recognise.
Instrument: Jung, C. G. (1921). Psychological Types — preference-pair adaptation for workplace use.
The self-awareness and people skills that decide how leaders land.
30 statements across five capabilities — self-awareness, self-regulation, motivation, empathy and social skill — the strongest single predictor of manager effectiveness in most workplaces.
Instrument: Goleman, D. (1998). Working with Emotional Intelligence — five-domain framework, self-report adaptation.
A screening read on manipulation, entitlement and callousness.
27 statements measuring Machiavellianism, Narcissism and Psychopathy. Used as a risk screen for high-trust and high-authority roles — lower scores are the desirable direction on every scale.
Instrument: Jones, D. N., & Paulhus, D. L. (2014). Introducing the Short Dark Triad (SD3). Assessment, 21(1), 28–41.
How it works
Send the short request form below with your organization and team size.
Our team switches on the instruments you want — one or all five — and shares a private link.
Short Likert statements, 6–12 minutes per assessment, on any device.
Trait scores, interpretations, PDF reports, and a combined AI read when someone takes more than one.
Run the assessment with your team
Tell us about your organization and we'll enable the psychometric assessment for your workspace, then walk you through reading the reports.
Our team reviews every request and schedules a follow-up call.
- Private assessment link for your organization
- Per-participant trait report with PDF export
- Results shareable by email with your leaders
- Data handled under our published privacy policy