Psychometric tests that fit the role — not a generic quiz
Declare the role and level; our AI copilot suggests exactly what to validate — traits, motivation, judgment, and leadership derailers — then builds a conversational or MCQ assessment and an attractive fit report.
How it’s built
Derived from the role, not guesswork
Every assessment is a configuration of a validated dimension library — weighted to what your role and level actually need.
What to validate
BDE, TSE, HR or Leadership — entry to senior. The copilot suggests the dimensions that predict success and lets you tune the weights.
Your choice of format
Run it as a live voice conversation or a generated bank of forced-choice, situational, and descriptive items — both proctored.
Fair by design
Judgment and disposition, never demographics. Forced-choice items resist faking; derailer screening flags risks under pressure.
What we validate
Fit is more than one score
A battery blends five instrument families — plus derailer screening for senior hires. What changes per role is which dimensions we weight, not a whole new test.
Traits
Stable dispositions on the Big-Five backbone — drive, resilience, conscientiousness, assertiveness, customer orientation.
Motivation & values
What energises and drives the person — achievement, affiliation, autonomy, power — the best predictor of retention and engagement.
Emotional intelligence
Self-awareness, empathy and emotional regulation, especially under pressure.
Situational judgment
Decision quality in realistic role scenarios — objection handling, escalation, difficult conversations — keyed to a best-practice answer.
Cognitive aptitude
Reasoning, numerical and critical thinking where the role genuinely needs it.
Derailers
Hogan-style risks — strengths that flip into liabilities under pressure. Screened for mid & senior / leadership hires.
Weighted per role & level
Business Development: Drive, resilience, influence, customer orientation, follow-up discipline, negotiation (senior).
Technical Support: Empathy, composure with angry customers, troubleshooting logic, dependability, escalation judgment.
HR Executive: Discretion & integrity, interpersonal sensitivity, fairness, emotional stability, conflict management.
Leadership: Accountability, coaching, decision-making under ambiguity, influence, integrity + derailer screening.
How we validate
Defensible by design
Every choice — from item format to scoring — is built so a hiring decision holds up, stays fair, and compares candidates on the same footing.
Forced-choice, faking-resistant
For hiring, candidates pick between statements that all seem equally positive — so they can’t game the “right” answer.
Expert-keyed judgment
Situational items are scored against a best-practice key, not opinion — judgment is measured, not guessed.
Scored against a role-target zone
You get a profile and a fit band, never a naked pass/fail. Each dimension is read against the zone the role needs.
A calibrated item bank
AI drafts a large bank offline; the same reviewed items are delivered to every candidate — so scores are comparable and defensible.
Proctored delivery
Conversational or MCQ, both run with proctoring on web and desktop, so results are trustworthy.
Reliable & fair
A floor of enough items per dimension for stable scores; judged on disposition and judgment, never on demographics.
The report
An attractive, decision-ready report
A fit band, a radar of the profile, per-dimension bars against the role-target zone, and clear strengths, development areas and derailer flags.
Psychometric fit report
Sample candidate
Business Development Executive · Entry · 15 Jul 2026
This candidate shows strong drive and rejection tolerance — the core of early sales success — and communicates with warmth and confidence. Judgment on discount pressure is sound. Conscientiousness sits just below the target zone, so onboarding should reinforce CRM discipline and follow-up cadence. No derailer risks were observed.
- High drive and achievement orientation
- Resilient under rejection
- Warm, persuasive communicator
- Follow-up discipline / CRM hygiene
- Structured discovery questioning
Generated by HireGlint · sample report
Sample questions
See the item styles
Situational judgment, forced-choice, and reflective descriptive prompts — tap to preview a few.