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: Service operations coordinator · A 40-person organisation where completing service commitments and checking decisions for risks are central to the job.
Main contributions the role needs
Finish reliably. Evaluate decisions carefully.
Finisher: own recurring commitments through to completion. Evaluator: evaluate evidence, risks and exceptions before decisions. Investigation and handoffs support these main contributions.
What the workplace offers
Clear expectations. Regular feedback.
Clear expectations and weekly manager feedback; process changes need approval.
How the team works
Follow a plan. Respond when needed.
Planned workloads and written procedures, with interruptions when issues arise.
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
Investigation helps. Explore decisions and completion.
Alex’s Explorer preference can help uncover the facts behind an exception. The role centres on Finisher and Evaluator contributions: explore how Alex weighs the evidence, makes a decision and completes recurring commitments.
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
Regular feedback. Explore the growth path.
Weekly feedback connects with Coaching. Check that the role offers the development Alex wants beyond initial training.
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 structured style balancing focus and interruptions.
Alex’s tendency toward structure may connect with planned service work; quieter interaction is another preference to discuss. Ask how Alex would handle interruptions and communicate an urgent finding.
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: “How have you balanced investigating an unfamiliar issue with completing routine work on time?”
Clarify together: Explain the routine workload, development opportunities and escalation support.
Fictional candidate · View work profile →
Work Archetypes
Maya’s result · One of 8 archetypes
Improvement is occasional. Reliable delivery is central.
Maya’s Inventor preference may connect with occasional improvements. Most work calls for Finisher and Evaluator contributions: ask about sustained follow-through, risk evaluation and interest in repeatable tasks.
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
Check the freedom within fixed processes.
Approval steps may limit Freedom, and familiar tasks may offer less Stretch. Be concrete about what can change.
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
An exploratory style working within procedures.
Maya’s openness to alternatives and less structured style may feel different from this role’s fixed procedures. Ask how Maya would test an improvement while following required procedures.
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 work where you followed a fixed process while finding a useful improvement. How did you handle approval?”
Clarify together: Separate required procedures from genuine opportunities to experiment.
Fictional candidate · View work profile →
Work Archetypes
Jordan’s result · One of 8 archetypes
Coordination helps. Explore ownership and scrutiny.
Jordan’s Partner preference can help with handoffs. The role’s main Finisher and Evaluator contributions also require personal ownership and scrutiny of decisions. Ask for examples of completing commitments and raising evidence-based concerns.
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
See service outcomes. Connect with the purpose.
Service outcomes make Results visible. Discuss who benefits from the work and whether that purpose connects with Jordan.
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 cooperative style. Discuss how to raise concerns.
Jordan’s social energy and accommodating style may support conversation during handoffs. Ask how Jordan would flag a mistake or decline a request that conflicts with service priorities.
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 service commitment you owned. How did you assess the risks, raise concerns and make sure it was completed?”
Clarify together: Make service priorities, escalation routes and responsibility for handoffs clear.
3 · ADD EVIDENCE FROM THE WORK
Give each candidate the same fictional service queue and procedures. Ask for a completion plan, a review of an exception’s risks and a reasoned decision about whether to escalate.
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.