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| Name | Stage | Behavioral | Cognitive | Competency | Actions |
|---|
No candidates yet.
Add someone above, then send them an assessment.
These people reach this same workspace and see every candidate in it. Adding someone creates their account immediately — they sign in with their email, and there is no password to share.
A code expires after 30 days. Where a set has more than one section the candidate is carried straight from one into the next, and if they stop in between, the same code picks up where they left off rather than making them redo anything. Results save automatically, and once every section is finished the same code reopens their report.
Everything you need to interpret a result without over-reading it. The first module is the model the rest sit on and is worth reading before any of them. The next five are for whoever is making a hiring decision. The three after that are for developing a manager you already employ — a different job, with different rules. The last one applies to all of it.
Every result is matched to one of these. Read them before you read a candidate — knowing the set makes any single profile far easier to place.
A profile is a pattern, not a verdict. All fifteen are hireable and all fifteen manage well in the right conditions; what changes is which parts of the job come free and which take deliberate effort. The strip on each card shows which dimensions read High for that profile — a threshold, not a score.
Five forces make a team work. Every person supplies some and not others. This shows which forces a group has, which it is missing, and which it has so much of that it has become a weakness.
Teams are built from tags. Tag the people who work together on the Candidates screen and they will appear here as a group.
The shaded region is the target band for a certification candidate. These are bands, not maximums — very high Steadiness predicts conflict avoidance, and very high Conscientiousness predicts discomfort with ambiguity. Both work against the programme.
Generated from this candidate's specific gaps. The highlighted sections are the two traits no assessment can measure — the interview is the only evidence you will get.
Rate only after the interview. Until both are set the score above stays labelled measured — it deliberately excludes anything not actually measured.
How the score is built. Accountability 35% · willingness to speak up 20% ·
willingness to stretch 20% · learning capacity 25%. When no cognitive result exists the weights
are renormalised over what is available. A candidate below 55% Accountability is capped at
Conditional regardless of other strengths — the anchor is not compensable.
What this does not measure. Coachability and self-awareness are not behavioral
dimensions, and a self-report of either measures self-image rather than the trait. They are
excluded from the measured score by design and enter only through your post-interview rating.
One data point. A profile should never be the sole basis for a hiring decision.
See Training → Responsible use.
© 2026 Welling ULU LLC / Innovative Management Group