Add a DISC, 16 Personality Types or Enneagram profile to any assessment. Each gives you a clear picture of how a candidate prefers to work, with questions to ask at interview.
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Profiles describe preferences. There is no pass or fail.
Choose a profile
Working styles: how someone approaches decisions, people, pace and detail
Four preferences, such as where people draw their energy and how they make decisions
Nine types, built around what motivates someone and how they respond under pressure
Choose the tests that reflect the role. Review results alongside other evidence.
WHAT YOU GET
A profile card with their headline type, what it means at work, likely strengths, possible watch-outs and three questions to ask at interview, with a bar for each scale.
These profiles describe how people say they prefer to work. They do not measure ability and do not predict performance on their own. Use them to guide the conversation, not to accept or reject candidates.
No time limit. Candidates say how far they agree with each statement.
TESTS IN MULTIPLE LANGUAGES
Our test suite includes English and translations across 13 languages. Choose the language that fits the role and your candidates.
Language availability varies by test and level. Check the available options when selecting your tests.
OUR TRANSLATION RANGE
CHOOSING AND USING YOUR ASSESSMENT
What each profile shows, how to choose between them, and how to use one well.
A profile describes how someone prefers to work: how they make decisions, deal with people, handle pressure or approach detail. It is based on what candidates say about themselves, so it shows preferences rather than skill.
DISC describes working styles and is easy to discuss in a team. 16 Personality Types sorts preferences into four pairs that many candidates already recognise. Enneagram looks at what drives someone and how they react under pressure. Pick the one that will be most useful in your conversations.
Use the profile to prepare for the interview, not to decide who gets one. The three suggested questions on each card are a good place to start. Ask about real situations from the candidate’s past, and remember that people of every type succeed in every kind of role.
FROM OUR CUSTOMER STORIES
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Read the Littlefish storyBEFORE YOU START
Explore the sample report concept or see current candidate pricing.
Choose the one your team already knows. DISC is popular for talking about working styles in a team. 16 Personality Types is widely recognised by candidates. Enneagram focuses on motivation. For a broader trait profile, our Personality test uses the HEXACO model.
We advise against it. A profile describes preferences, and people of any type can do the job well. Use it alongside ability and skills tests, and use the interview questions to explore how the candidate would approach the role.
No. It uses four preference scales of our own design. It is not the MBTI and has no connection with The Myers-Briggs Company.
No. Each profile is scored from the candidate’s own answers, without percentiles or comparison groups, so you see their pattern of preferences rather than a rank.
Yes. All three profiles are available in English and 13 other languages.
Create an account, build an assessment and invite candidates. Your first 5 candidate results are free. No credit card is required to start.
You pay per candidate whose results you unlock, rather than per test. There is no subscription or annual commitment. See pricing for current rates and billing details.
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