A character, a clearer read on your habits, and the words for how you do your best work.
Meet Jordan — a fictional candidate
WORK ARCHETYPES · CONTRIBUTION
Partner
Jordan’s result · One of 8 archetypes
Bring people together. Help the team move forward.
What to look for in a role
Look for work where supporting people and coordinating shared tasks are a meaningful part of your role.
Ask: “How much of my week would involve helping others, and how is that work shared across the team?”
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.
Explorer
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.
PartnerJordan’s result
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
Meaning + Results
Jordan’s result · One possible motivation pattern
Connect with the purpose. See the difference you make.
What to look for in a role
Look for a purpose you care about and concrete ways to see the effect of your work on people or outcomes.
Ask: “How would I see whether my work is making a difference?”
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.
Growth
Opportunities to develop capability.
Stretch
Novel, difficult problems that test your ability.
Coaching
Useful feedback and guidance.
ResultsJordan’s mix
Seeing tangible outcomes from your work.
MeaningJordan’s mix
A connection with the purpose of the work.
Rewards
Compensation, recognition and advancement.
WORK TRAITS · STYLE
Big Five profile
Jordan’s result · Five dimensions of working style
Based on the Big Five (OCEAN)
Openness55 / 100
Familiar approaches↔Exploratory
Conscientiousness60 / 100
Less structured↔Structured
Extraversion82 / 100
Reserved↔Outward-facing
Agreeableness82 / 100
Less accommodating↔Accommodating
Stress sensitivity55 / 100
Private reflection
Less stress-sensitive↔More stress-sensitive
Illustrative scale positions · fictional example.
Style summaryOutward-facing + Accommodating
What to look for in a role
Look for regular interaction and a cooperative team, with space to disagree and clear boundaries around helping others.
Ask: “How does the team handle disagreements or requests we don’t have capacity to take on?”
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.
Openness55 / 100
Ideas & novelty
Familiar approaches↔Exploratory
Conscientiousness60 / 100
Structure & follow-through
Less structured↔Structured
Extraversion82 / 100
Social energy
Reserved↔Outward-facing
Agreeableness82 / 100
Cooperation & boundaries
Less accommodating↔Accommodating
Stress sensitivity55 / 100
Neuroticism · private reflection
Less stress-sensitive↔More 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.
Start with Work Archetypes: 16 scenarios, at your own pace.
NOW CONSIDER A ROLE
Jordan + community programme coordination
The work: support participants, coordinate with partner teams, and track outcomes that may take months to emerge.
CONNECTION TO EXPLORE
Partner ↔ coordinating people
Helping people work together is central to the role.
EXPECTATION TO CLARIFY
Results ↔ a longer wait for impact
What progress would I be able to see along the way?
STILL TO VERIFY
Skills + boundaries
Can I manage competing requests, including when I need to say no?
How to use this in a conversation
Ask: “How do you track progress for participants, and how would I prioritize requests when everyone needs help?”
Jordan adds context: “I enjoy supporting people and seeing them make progress. I also need clear priorities so I can help without taking on every request.”
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.
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.
Explorer
Inventor
Solver
Evaluator
Catalyst
Navigator
Finisher