see how you work.

THREE ASSESSMENTS. ONE WORK PROFILE.

Example Work Profile

A character, a clearer read on your habits, and the words for how you do your best work.

Meet Alex — a fictional candidate

WORK ARCHETYPES · CONTRIBUTION

Explorer

Alex’s result · One of 8 archetypes

Ask good questions.
Get to the root of the problem.

What to look for in a role

Look for work that gives you time to investigate unfamiliar problems, ask questions and explore possible solutions.

Ask: “How much of my week would involve investigating new problems?”

See all 8 archetypes

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.

  • ExplorerAlex’s result

    You like getting beneath the surface. You ask questions, follow clues, and investigate until you understand what is happening and what might be missing.

  • Inventor

    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.

  • Solver

    You like working through the difficult part. You test, adjust, and untangle obstacles until something that was not working starts to work.

  • Evaluator

    You enjoy weighing possibilities. You examine assumptions, notice strengths and weaknesses, and help establish which approach deserves confidence.

  • Catalyst

    You enjoy turning interest into commitment. You help people see why something matters, work through hesitation, and get movement behind a direction.

  • Navigator

    You like making work manageable. You clarify priorities, organize responsibilities and dependencies, and adjust the plan as circumstances change.

  • Partner

    You notice where people need support and enjoy helping them move forward. You respond, share knowledge, and remove obstacles so others can contribute.

  • Finisher

    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 · DRIVERS

Growth + Coaching

Alex’s result · One possible motivation pattern

Learn by doing.
Get feedback that helps.

What to look for in a role

Look for opportunities to learn new skills, with a manager who makes time for guidance and useful feedback.

Ask: “What would I learn in my first six months, and how would I get support?”

Explore the 8 motivation drivers

People prioritize different combinations of these drivers. These are preferences, not fixed motivation types.

  • Freedom

    Discretion over how work gets done.

  • Clarity

    Clear expectations, process and definitions of success.

  • GrowthAlex’s mix

    Opportunities to develop capability.

  • Stretch

    Novel, difficult problems that test your ability.

  • CoachingAlex’s mix

    Useful feedback and guidance.

  • Results

    Seeing tangible outcomes from your work.

  • Meaning

    A connection with the purpose of the work.

  • Rewards

    Compensation, recognition and advancement.

WORK TRAITS · STYLE

Big Five profile

Alex’s result · Five dimensions of working style

Based on the Big Five (OCEAN)

  • Openness60 / 100
    Familiar approachesExploratory
  • Conscientiousness82 / 100
    Less structuredStructured
  • Extraversion18 / 100
    ReservedOutward-facing
  • Agreeableness55 / 100
    Less accommodatingAccommodating
  • Stress sensitivity45 / 100
    Private reflection
    Less stress-sensitiveMore stress-sensitive

Illustrative scale positions · fictional example.

Style summaryStructured + Reserved

What to look for in a role

Look for clear priorities, organized workflows and time to focus. Check how much of the day involves meetings and interruptions.

Ask: “How does the team balance focused work with meetings and collaboration?”

Explore the trait dimensions

Based on the Big Five (OCEAN), using adapted public-domain IPIP questions. Each dimension describes a range of tendencies. Neither end is a grade.

  • Openness60 / 100

    Ideas & novelty

    Familiar approachesExploratory
  • Conscientiousness82 / 100

    Structure & follow-through

    Less structuredStructured
  • Extraversion18 / 100

    Social energy

    ReservedOutward-facing
  • Agreeableness55 / 100

    Cooperation & boundaries

    Less accommodatingAccommodating
  • Stress sensitivity45 / 100

    Neuroticism · private reflection

    Less stress-sensitiveMore stress-sensitive

Stress sensitivity is for private reflection. It is not included in shared profile summaries.

Archetypes describe preferred contributions. Traits describe how you tend to work. They are measured separately.

Build my work profile →

Start with Work Archetypes: 16 scenarios, at your own pace.

NOW CONSIDER A ROLE

Alex + customer support

The work: investigate unfamiliar issues, handle routine requests, and work with limited coaching.

CONNECTION TO EXPLORE

Explorer ↔ investigating issues

A contribution Alex enjoys is part of the job.

EXPECTATION TO CLARIFY

Coaching ↔ limited support

Would I get the feedback and guidance I need?

STILL TO VERIFY

Skills + everyday tasks

Can I demonstrate the skills, and would I enjoy the routine requests too?

How to use this in a conversation

Ask: “When a customer has an unfamiliar problem, what can I investigate myself, and when can I ask for help?”

Alex adds context: “I like investigating unfamiliar issues. For routine requests, I’m comfortable following a checklist. Early feedback helps me know when to escalate.”

The role describes the work; the candidate describes their preferences. The comparison suggests topics to discuss. Skills and work quality need their own evidence.

Live comparisons currently use your own profile. Other real candidates are not accessible in the preview.

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About this example and how to read scores

No real candidate data is shown. These profiles and roles are invented to illustrate the experience; they are not completed assessments or a calculated match.

Priorities in trade-offs. Scores reflect which working conditions you prioritized in the comparisons. A lower score does not mean a condition is unimportant to you.

A position of 70/100 is a point on this assessment’s scoring range. It does not mean 70% ability, a 70% job match, or a score above 70% of other people. Higher is not automatically better.

Tied preferences stay tied. Small differences should not become sharply different labels. Missing answers remain missing evidence.