Not a personality test. Behavioral science.
1,016 occupations. 73,000+ data points. Zero guesswork.
We measure where your energy goes at work.
Not your personality. Not your "type." Not which animal or color you are.
Not personality
We don't label people as types, colors, or animals. Personality is stable, but it doesn't predict job fit.
Not skills
Skills can be learned. Energy patterns are harder to change. A mismatch drains someone even when they can do the work.
Energy at work
Some activities give you energy, others drain it. Neither is better. But one might be exactly what this role demands.
RIASEC: 70 years of real research
In 1959, psychologist John Holland started studying how people choose work and why some succeed in roles that drain others. His research became RIASEC, one of the most tested models in behavioral science.
Realistic
Hands-on work, building, fixing, operating
Staying hands-on while doing everything else
Long stretches of solo focus
Investigative
Analyzing, researching, solving complex problems
Finding new ways when the obvious path is blocked
Deciding before all the data is in
Artistic
Creating, designing, expressing ideas
Navigating without a clear plan
Setting your own direction
Social
Teaching, helping, mentoring, collaborating
Carrying other people's growth
Convincing people who don't report to you
Enterprising
Leading, persuading, taking initiative
Walking into disagreements instead of around them
Being 'on' for people outside the company
Conventional
Organizing, following systems, maintaining standards
Following the system, every time
Working within rules that slow things down
15 dimensions. All in plain English.
Every role gets its own combination. AI picks the ones that matter, you confirm or adjust.
Selected for this role
Setting your own direction
Less alignment with team direction
Navigating without a clear plan
Can miss details by moving too fast
Deciding before all the data is in
Bias toward speed means less time validating
Convincing people who don't report to you
Energy spent persuading, not executing
Rapid focus shifts
Less depth on any single task
Not required for this role
Long stretches of solo focus
May miss collaborative opportunities
Navigating competing demands from different people
Decision fatigue from constant prioritization
Finding new ways when the obvious path is blocked
May over-complicate simple problems
Following the system, every time
Slower adaptation when rules change
Working within rules that slow things down
Frustration when exceptions are needed
Carrying other people's growth
Less time for your own technical work
Being 'on' for people outside the company
Social energy drain over time
Staying hands-on while doing everything else
Harder to delegate as scope grows
Thinking long-term while putting out fires
Pulled between strategy and tactics
Walking into disagreements instead of around them
Can create friction even when right
5 of 15 dimensions active
Not keyword matching. Cross-referencing.
Six sources power every brief. Three from you, three from our research.
Your inputs
Your JD
Parsed for behavioral signals, not keywords
"Own the roadmap end-to-end" → Setting your own direction
Company context
Same title, different company = different brief
Pre-seed startup vs. enterprise = different energy demands
Sharpening questions
Two quick picks that shift the entire brief
"Deep work or collaboration?" shifted 2 of 5 dimensions
Our research
1,016 occupations cross-referenced
U.S. Dept of Labor O*NET database
Every role calibrated against federal occupational research
73,308+ work activity scores
Calibrate behavioral demand levels per role
Importance and level ratings mapped to behavioral dimensions
18,797+ occupational tasks mapped
Real tasks linked to behavioral dimensions
Each task traced to specific work activities and demand patterns
5,538 psychological profiles
Occupation-level profiles from occupational science
Same dimension gets a unique profile per role context, not a fixed template
AI behavioral analysis
Cross-references all sources, asks follow-ups
Detects contradictions between JD language and sharpening answers
Why this isn't DISC, MBTI, or a personality test
Changes per role
Compare with others
Shows trade-offs
Compare with others
Evidence for each score
Compare with others
Time
Compare with others
Science
Compare with others
Can candidates game it?
Compare with others
Cost
Compare with others
Five rules we follow. Every time.
Trade-offs, always
Every result shows what it costs. Nothing is only positive.
Evidence, not labels
Evidence trees show which inputs led to which outputs. Trace every score back to the JD and the candidate.
Scales, not percentiles
A 1-5 demand scale. Not percentiles that make everyone look above average.
You can edit everything
Change any dimension, any demand level, any part of the brief. It's a tool, not a verdict.
Honest about AI
Where AI made the content, we say so. Clearly.
We're a new company. The science isn't.
Paste a JD. 2 minutes. No signup needed.