Five domains, thirty facets: how the assessment is built

Assessments earn trust by showing their working. Ours measures five domains of working style, each built from six facets, each facet from four items: one hundred and twenty questions, roughly twenty minutes, answers saved as you go.

The five domains

Execution is how work gets done: order, duty, ambition, follow-through, deliberation. Drive is energy toward people and reward: warmth, sociability, assertiveness, tempo. Composure is stability under load, visible only on the bad days. Collaboration is orientation toward others: trust, candour, service, accommodation. Exploration is appetite for the new: imagination, variety, intellect, open-mindedness.

Why bands, not scores

We report each domain in bands from Very Low to Very High rather than as a number. A band is a description that a decision can rest on; a two-decimal score is a false promise of precision. Nobody should choose between two candidates over 3.41 against 3.38, and a well-built report will not invite them to.

Why the integrity checks are strict

A session completed implausibly fast, answered in a flat line, or left with more than twelve items unanswered is flagged or invalidated rather than quietly scored. An assessment that scores everything is an assessment nobody should trust; the willingness to return no result is what makes the results worth reading.

Context weighting

The same profile reads differently beside different people, so comparisons are weighted by relationship. What an executive assistant absorbs from a principal is not what a senior salesperson carries into a client's office, and a report that ignores the difference is describing nobody. That weighting, applied openly, is the difference between a personality quiz and a hiring instrument.