THREE ASSESSMENTS. IN THE CONTEXT OF YOUR WORKPLACE.
See what each person’s work profile brings to the conversation about a role.
Fictional people and workplaces · Illustrative discussion points, not calculated matches.
1 · CHOOSE A WORKPLACE
Role: Community programme coordinator · A 12-person team working with participants, volunteers and partner organisations. Resources are limited and outcomes take time.
Main contributions the role needs
Support people. Understand what they need.
Partner: support participants and coordinate people around their needs. Explorer: ask questions and understand the situation before choosing support. Records and follow-up remain everyday responsibilities.
What the workplace offers
Connect with the purpose. Track progress over time.
A visible social purpose; longer-term outcomes and limited formal development time.
How the team works
Work with people. Adapt your day.
Frequent interaction, shifting appointments and boundaries around support requests.
Compare all three below. Switching workplaces changes the overlap, not anyone’s assessment results.
Fictional candidate · View work profile →
Work Archetypes
Alex’s result · One of 8 archetypes
Explorer is central. Explore sustained support.
Alex’s Explorer preference connects directly with understanding a participant’s situation. The role also calls for Partner contributions: explore interest and experience in ongoing support and coordination.
Explore the contributions you enjoy owning and where you might prefer to hand over. You can recognize more than one. A leading archetype is a preference, not a limit on what you can do.
You like getting beneath the surface. You ask questions, follow clues, and investigate until you understand what is happening and what might be missing.
You enjoy imagining what could work. A bottleneck, unmet need, or blank page gives you something to think with, and you find satisfaction in conceiving a promising approach.
You like working through the difficult part. You test, adjust, and untangle obstacles until something that was not working starts to work.
You enjoy weighing possibilities. You examine assumptions, notice strengths and weaknesses, and help establish which approach deserves confidence.
You enjoy turning interest into commitment. You help people see why something matters, work through hesitation, and get movement behind a direction.
You like making work manageable. You clarify priorities, organize responsibilities and dependencies, and adjust the plan as circumstances change.
You notice where people need support and enjoy helping them move forward. You respond, share knowledge, and remove obstacles so others can contribute.
You enjoy bringing work to completion. You follow through on commitments, check what remains, and make sure the intended result is ready to use or hand over.
Work Motivation
Alex’s result · One possible motivation pattern
Plenty to learn. Limited coaching time.
There may be much to learn, but development time is limited. Clarify whether the team can provide useful coaching.
People prioritize different combinations of these drivers. These are preferences, not fixed motivation types.
Work Traits
Alex’s result · Four shared dimensions of working style
Based on the Big Five (OCEAN)
Illustrative scale positions · fictional example.
Style summaryStructured + Reserved
A reserved style with frequent interaction to discuss.
Alex’s tendency toward structure and quieter interaction is worth discussing alongside this role’s busy appointment schedule. Ask how Alex would adapt to shifting appointments and keep others informed.
Based on the Big Five (OCEAN), using adapted public-domain IPIP questions. Each dimension describes a range of tendencies. Neither end is a grade.
Archetypes describe preferred contributions. Traits describe how you tend to work. They are measured separately.
Ask: “Tell me about a time you needed to understand someone’s needs while managing interruptions. What support helped?”
Clarify together: Describe the actual interaction load, planning time and access to guidance.
Fictional candidate · View work profile →
Work Archetypes
Maya’s result · One of 8 archetypes
New ideas help. Listening and support come first.
Maya’s Inventor preference can offer alternative approaches. The main needs are Partner and Explorer contributions: explore how Maya listens, understands someone’s situation and maintains support before proposing a solution.
Explore the contributions you enjoy owning and where you might prefer to hand over. You can recognize more than one. A leading archetype is a preference, not a limit on what you can do.
You like getting beneath the surface. You ask questions, follow clues, and investigate until you understand what is happening and what might be missing.
You enjoy imagining what could work. A bottleneck, unmet need, or blank page gives you something to think with, and you find satisfaction in conceiving a promising approach.
You like working through the difficult part. You test, adjust, and untangle obstacles until something that was not working starts to work.
You enjoy weighing possibilities. You examine assumptions, notice strengths and weaknesses, and help establish which approach deserves confidence.
You enjoy turning interest into commitment. You help people see why something matters, work through hesitation, and get movement behind a direction.
You like making work manageable. You clarify priorities, organize responsibilities and dependencies, and adjust the plan as circumstances change.
You notice where people need support and enjoy helping them move forward. You respond, share knowledge, and remove obstacles so others can contribute.
You enjoy bringing work to completion. You follow through on commitments, check what remains, and make sure the intended result is ready to use or hand over.
Work Motivation
Maya’s result · One possible motivation pattern
Complex challenges. Limited resources.
Complex needs may offer Stretch, but limited resources constrain Freedom. Clarify where there is discretion to try something new.
People prioritize different combinations of these drivers. These are preferences, not fixed motivation types.
Work Traits
Maya’s result · Four shared dimensions of working style
Based on the Big Five (OCEAN)
Illustrative scale positions · fictional example.
Style summaryExploratory + Less structured
A flexible style with follow-up to plan.
Maya’s openness to alternatives and less structured style may connect with changing plans. Ask how Maya would keep records and follow up as plans change.
Based on the Big Five (OCEAN), using adapted public-domain IPIP questions. Each dimension describes a range of tendencies. Neither end is a grade.
Archetypes describe preferred contributions. Traits describe how you tend to work. They are measured separately.
Ask: “Describe a creative solution you developed with limited resources. How did you keep others informed and follow through?”
Clarify together: Explain service boundaries, resource limits and required follow-up records.
Fictional candidate · View work profile →
Work Archetypes
Jordan’s result · One of 8 archetypes
Partner is central. Explore deeper investigation.
Jordan’s Partner preference connects directly with supporting participants and coordinating people. The role also calls for Explorer contributions: ask how Jordan investigates unfamiliar needs before deciding what help to offer.
Explore the contributions you enjoy owning and where you might prefer to hand over. You can recognize more than one. A leading archetype is a preference, not a limit on what you can do.
You like getting beneath the surface. You ask questions, follow clues, and investigate until you understand what is happening and what might be missing.
You enjoy imagining what could work. A bottleneck, unmet need, or blank page gives you something to think with, and you find satisfaction in conceiving a promising approach.
You like working through the difficult part. You test, adjust, and untangle obstacles until something that was not working starts to work.
You enjoy weighing possibilities. You examine assumptions, notice strengths and weaknesses, and help establish which approach deserves confidence.
You enjoy turning interest into commitment. You help people see why something matters, work through hesitation, and get movement behind a direction.
You like making work manageable. You clarify priorities, organize responsibilities and dependencies, and adjust the plan as circumstances change.
You notice where people need support and enjoy helping them move forward. You respond, share knowledge, and remove obstacles so others can contribute.
You enjoy bringing work to completion. You follow through on commitments, check what remains, and make sure the intended result is ready to use or hand over.
Work Motivation
Jordan’s result · One possible motivation pattern
Meaningful work. Progress takes time.
The social purpose may connect with Meaning. Results take time, so discuss what progress Jordan needs to see along the way.
People prioritize different combinations of these drivers. These are preferences, not fixed motivation types.
Work Traits
Jordan’s result · Four shared dimensions of working style
Based on the Big Five (OCEAN)
Illustrative scale positions · fictional example.
Style summaryOutward-facing + Accommodating
A conversational style balancing support and limits.
Jordan’s social energy and accommodating style may connect with frequent participant conversations. Ask how Jordan would set limits while maintaining supportive relationships.
Based on the Big Five (OCEAN), using adapted public-domain IPIP questions. Each dimension describes a range of tendencies. Neither end is a grade.
Archetypes describe preferred contributions. Traits describe how you tend to work. They are measured separately.
Ask: “Tell me about a time someone’s support needs were unclear. How did you understand the situation and coordinate help?”
Clarify together: Agree on signs of progress, support boundaries and how the team shares difficult requests.
3 · ADD EVIDENCE FROM THE WORK
Give each candidate the same fictional participant scenario. Ask for a support plan, a clear handoff and an explanation of how they would handle competing requests.
The profiles describe preferences, not demonstrated skills. Use the same role requirements and practical exercise for each person, alongside their experience and own account of how they work.
Start with the actual work and conditions in your team.
This is a public example. Live comparisons currently use your own profile; access to other real candidates is not available in the preview.