The right hire may already be in your pool.
From your talent pool, Traitwise builds a scientifically grounded shortlist: up to ten candidates whose assessment profiles best fit your open role.
01 – The standard
How much is already in your talent pool?
An example of the scientific shortlist.
Role and role description
For project leadership in plant engineering you need someone who steers multi-year projects, stays with established client teams and coordinates work with production and procurement.
They must grasp complex relationships, keep deadlines and quality in view, and bring different interests together.
You need someone who works in a structured, reliable way, takes responsibility and finds workable solutions when unexpected change hits.
The ranges are example requirements. They show how a comparison becomes readable. They are not universal cut-offs.
Your talent pool
Existing assessment profiles
Your new role
The role profile
(the standard)
Your individual shortlist
Up to ten matching candidates, with a rationale for each.
02 – Interactive example
Ten names as a scientific shortlist.
01 S. BrandtProfile captured 14 months ago
What speaks for the profile
All five example requirements sit in the defined range. The profile supports structured work in established project and client teams.
What to explore
Clarify availability, professional experience and the actual scope of responsibility in conversation.
02 M. OkaforProfile captured 3 months ago
What speaks for the profile
All five scores sit in range. Problem solving and locus of control are particularly pronounced in the example.
What to explore
Which tasks will still offer enough challenge over a longer period?
03 J. PetersenProfile captured 26 months ago
What speaks for the profile
Four scores sit in range. High conscientiousness supports consistent follow-through.
What to explore
Social Boldness sits below the example range. Ask about difficult coordination with clients or procurement.
04 A. YilmazProfile captured 9 months ago
What speaks for the profile
Four scores sit in range. Social Boldness can support intensive client work.
What to explore
Openness sits above the set range. Check how well long-term, recurring project structures fit the person.
05 K. LindnerProfile captured 31 months ago
What speaks for the profile
Problem solving and three further scores sit in range.
What to explore
Conscientiousness sits below. Check follow-through, reliability and how current the older profile still is.
06 R. HoffmannProfile captured 7 months ago
What speaks for the profile
Four scores sit in the example range. Conscientiousness can support project steering.
What to explore
Locus of Control sits below the range. How does the person take responsibility when deadlines or budgets slip?
07 D. NowakProfile captured 5 months ago
What speaks for the profile
Very high cognitive scores; conscientiousness and locus of control sit in range.
What to explore
Social Boldness and Openness sit above the chosen ranges. What matters is whether those limits usefully reflect the actual role context.
08 L. SchäferProfile captured 18 months ago
What speaks for the profile
Four scores sit in range, with particularly pronounced conscientiousness.
What to explore
Problem solving sits below the range. Use a role-related work sample or a concrete case question for further placement.
09 T. RicciProfile captured 22 months ago
What speaks for the profile
Three scores sit in range.
What to explore
Conscientiousness and Social Boldness sit below. Check steering and assertiveness against real examples.
10 E. WeberProfile captured 11 months ago
What speaks for the profile
Three scores sit in range.
What to explore
Locus of Control sits below, Openness above. Check the pattern for this role and possible alternative positions.
Fictional candidates. The order is editorial illustration, not a live calculation. Hits in range are not overall fit and not an automatic selection decision.
03 – From practice
Scientific shortlists. In the ATS you already use.
The scientific shortlist is a genuine USP for us and a strong argument when we win new search mandates.
04 – Before you start
Three short answers first.
What does my talent pool need to have?
Existing Traitwise assessment profiles. Anyone who has completed the full model once is present as a norm-percentile profile of cognitive ability, personality and intrinsic motivation. The more profiles in the pool, the more informative the shortlist; even from a few dozen profiles the comparison becomes useful for a new role.
Do candidates need to be retested for every role?
No. The assessment measures stable traits, not fit with a single vacancy. An existing profile is laid against the respective role profile for every new role, without a new test and without further effort for candidates. Only the role profile is defined anew.
What happens after the shortlist?
The shortlist is the starting point, not the decision. Each name comes with a rationale you can follow: hits in range, deviations, and what to clarify in conversation. From there you run the professional check, availability and the personal conversation; the hiring decision stays with you.
What is already in your talent pool?
We show how existing profiles become usable for a specific role.