Cognitive profile
How quickly can this person solve unfamiliar problems?
Overall score
75/ 100
Fast learner
Numerical 71
Logical 89
Verbal 86
Figural 100
Sub-scores are indicative only; the overall score is the central cognitive signal.
Psychometric assessments for hiring decisions Book a call
Beyond first impressions.
In 30–40 minutes, Traitwise assesses cognitive ability, intrinsic motivation and personality, giving you a detailed psychological profile to inform your hiring decisions.
Scientifically
grounded Aligned with
ISO 10667 GDPR
compliant
grounded Aligned with
ISO 10667 GDPR
compliant
Applications keep getting stronger. Hiring decisions keep getting harder — and more important. Traitwise measures scientifically what CVs and interviews cannot show reliably.
01 – The measurement
02 – The comparison
03 – The interpretation
What you receive
The result is more than a colourful dashboard.
With Traitwise you receive a written scientific report that interprets the candidate’s profile for this specific role. Strengths, risks and a reasoned recommendation are explained clearly. Measurement becomes a picture you can stand behind, not a simple score.
Personality & working style
Conscientiousness (84) and extraversion (72) shape structured, visible work. The candidate plans ahead and takes responsibility in groups.
Cognitive foundation
Problem solving (75) is above average; processing speed (68) is solid.
Page 3 of 3Report anonymised
What we captured
The candidate was assessed in full and compared with the role profile: personality, interests and cognitive capacity.
Motivation & stamina
High goal orientation with stable stamina across longer project phases. Performance holds under pressure.
Page 2 of 3Report anonymised
The 20-second view
An overall strong, goal-oriented profile with a solid cognitive foundation for demanding roles: problem solving (75) is above average. In personality, the combination of high conscientiousness (84) and relatively high extraversion (72) stands out: this is someone who usually stays calm under pressure, takes responsibility and can show up in groups.
Largest risk
Openness to Experience (55) sits below the role’s requirement range. In phases of conceptual change, pragmatism may dominate over curiosity. In the interview, explore how the candidate handles open, ambiguous tasks.
Page 1 of 3Report anonymised
Ask follow-up questions Compare candidates with intent Weigh the risks Build interview questions Make the decision
04 – From understanding to action
You
What is the next useful step with Laura?
AI Psychologist
Laura fits the Customer Service Team Lead role well in drive and conscientiousness. In the next conversation, focus on her openness to new ways of working.
You
Give me three critical interview questions for that.
Questions our users typically ask.
AI Psychologist
With Laura I would mainly explore how she handles new ways of working when established routines no longer apply: Openness to Experience (28) with low inquisitiveness (30). Her high conscientiousness (84) points to reliability. A check for the conversation: a concrete example from the last two years in which a well-worn process stopped working.
AI Psychologist
Three stand out: Laura (conscientiousness 84, drive 79), Mark (problem solving 88) and Sofia (social boldness 91). The largest risk is not among the weakest, but with Mark: high cognitive scores with low agreeableness (24). In a role with a lot of coordination, that costs more than the processing power returns.
AI Psychologist
Nothing fundamental speaks against hiring here, but two things belong on the table: Openness to Experience (28) sits below the role’s range, and sociability (30) does not fit a team that works in open exchange. Neither is a reason to exclude them — it is a question of whether you want to shape the role around that.
AI Psychologist
Two strengths carry the role: prudence (94), which keeps her able to act under pressure, and patience (92) with recurring requests. In a Customer Service Team Lead role that is worth more than speed: most escalations come not from missing knowledge, but from missing calm.
AI Psychologist
Against the role profile: Laura (fit 86) for conscientiousness and stamina, Sofia (81) for social confidence in conflict, Jonas (78) as a development option: he has the cognition, but not yet leadership experience. The order changes as soon as you weight leadership experience more heavily.
Traitwise gives us signals you would otherwise only see after the probation period. We spot warning signs early and can avoid costly mis-hires.
Our mission See the methodology
Developed with experts in personality psychology and occupational assessment, Traitwise stands for one claim: hiring decisions should rest on what a person actually brings.
Our vision Become a partner
We do not try to do everything. We solve one task: putting the right person in the right role.
Scientifically grounded, so the recommendation still holds long after probation.
05 – Where we stand, who we are
Psychometrics. Optional expert support.
Scientific assessments and usable software. If you want, we work with you in person — from defining the role to interpreting the results.
9 in 10 candidates complete the assessment and experience it as professional and respectful.
06 – How Traitwise works
Deep insight. Easy to use.
Minimal effort for you, around 30 minutes for the candidate. And a result that does not stop at insight, but comes with the next step.
- 01
Define the role.
From your job description, Traitwise builds a psychological role profile — LLM-supported, using scientific method.
- 02
Assess the candidate.
You send a link. The candidate completes the assessment online, in around 30 minutes, in English or German.
- 03
Read the report.
Not just scores, but a written report: what speaks for the person, what the largest risk is, what you should explore.
- 04
Ask questions. Then decide.
The AI Psychologist turns the measurements into concrete interview questions and stays with you until the end.
07 – For your decision
Measurable value in every context.
Mandates For recruitment consultants
Executive search
Ground your recommendations. Convince clients. Use the talent pool with intent.
Selection For HR teams
HR & recruiting
Make candidates comparable and aim interviews at the open questions.
Key roles For business owners & decision-makers
SMEs & leadership
A second look at the hire that matters most in a small team.
08 – The foundation
100 years of research. Distilled into one assessment.
Traitwise is built on peer-reviewed occupational assessment methods, curated and reviewed by our scientific advisory board.
50,000+
assessments completed. And counting.
95%
of invited candidates complete the assessment.
30 min.
median duration of the assessment. Some finish faster, some take longer.
Scientific advisory board · Traitwise
Traitwise translates scientifically grounded assessment into a format that is actually usable in hiring.
Peer review
Sackett et al., 2022
The methods we use rest on peer-reviewed research into the predictive power of occupational assessment. Journal of Applied Psychology.
Standards
ISO 10667 · GDPR · Servers in DE
Processes aligned with international standards for occupational assessment. Member of BDU and Forum Assessment e. V.
Candidate experience
95% completion rate
More than 95% of invited candidates complete the online assessment and experience it as high quality. “I had the feeling they take the role seriously if they put something like this in front of it.” A candidate after the assessment.
09 – System integration
If you want: integrated into your workflows, without new processes.
Not a second tool beside your process, and not another login. The assessment link goes out from the system you already use; the results flow back there. And without an HR system, you simply work in Traitwise.
Your system is not listed?
As the first customer on a new system, you get the integration at no cost.