Personality · Predictive Scoring · Behavioural Architecture.
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Score distribution across all four behavioural clusters
Dimension Scores (scale 1–10)
People
Mind
Drive
Change
3
Key Strengths & Development Areas
Dimensions where the candidate stands out — and where growth will amplify impact
Outstanding Strengths
Development Areas
4
Bipolar Profile Scale
Each dimension is a spectrum between two poles — the candidate's position is marked in orange
Each row shows one dimension as a 10-point scale between two opposite tendencies. The orange marker shows where the candidate naturally sits. There is no "right" position — all profiles have value depending on the role and context.
Low Pole
← Score 1 to 10 →
High Pole
1
2
3
4
5
6
7
8
9
10
5
Dimension Analysis
Personalised interpretation of all 20 dimensions
6
Conclusion & Organisational Fit
Strategic summary and environment recommendations based on the candidate's complete profile
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5 Coaching Recommendations
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7
Geographical Mobility Indicator
Likelihood of relocation comfort based on autonomy, adaptability and risk profile
Note for recruiter: Geographical mobility is influenced by life circumstances (family, financial situation, roots) as much as by personality. This indicator is derived from the candidate's autonomy, adaptability and risk-tolerance scores and should be confirmed directly in interview.
Suggested question for interview: "If this role required you to be based in a different city or country for 12 to 18 months, what would your first instinct be — and what would help you make that decision with confidence?"
8
Calibrated Interview Questions
5 questions designed from the candidate's scientific results — for recruiter use only
These questions are not generic. Each one is constructed from the candidate's specific dimension scores and targets a precise psychological dynamic in the profile. They are designed to create a slight, productive discomfort — enough to reveal how the candidate behaves at the edge of their comfort zone.
