Two candidates score 90. They will not work the same.
Skill scores tell you who can do the work. They say nothing about who thrives under deadline pressure, who needs structure, who runs at ambiguity. The psychometric inventory maps working style into a trait profile that sits right next to the skill scores it explains.
- Forced-choice statements, much harder to game than agree-disagree scales
- Untimed, so candidates answer honestly instead of racing a clock
- A profile, not a pass mark: compare candidates, never auto-reject
Working style · Jasmine M.
Trait profileShown next to the skill scores it explains. Never a gate.
10 min
typical completion time, untimed by design
0
candidates auto-rejected: traits inform, never gate
1 report
traits render next to the skill scores they explain
2x
the context on every borderline hiring call
How it works
Three steps, zero busywork
Add it to the assessment
Pick it in the job's screening tools, next to tests and interviews. The inventory is role-agnostic: every candidate for the job answers the same statements.
Candidates choose, not rate
Forced-choice pairs (which is more like you?) instead of rate-yourself scales. There is no obviously right answer to perform, which is what makes the profile trustworthy.
Read the profile with the scores
The report renders traits alongside test and interview scores. A 90 who needs structure and a 90 who improvises are now visibly different hires.
Candidate A · 90 overall
Candidate B · 90 overall
Same skill score, visibly different hires. The profile tells you which one fits how your team runs.
Two candidates, same skill score, different working styles, visible before the first call.
Why it works
Signal, without the horoscope
Built to resist faking
Agree-disagree scales collapse in hiring because everyone strongly agrees with I am reliable. Forced-choice pairs remove the socially obvious answer: candidates must pick between two equally flattering statements, and the pattern of picks is the signal.
Untimed on purpose
A clock turns a personality inventory into a stress test of reading speed. This one is untimed, mobile-friendly and typically done in ten minutes, so what you measure is disposition, not panic.
Traits in context, not in a vacuum
A trait profile on its own invites over-reading. On the springhire report it renders next to skill scores, interview transcripts and culture alignment, one input into a decision, sized appropriately.
Fair by structure
Every candidate gets the same inventory, scored the same way, and no trait ever auto-rejects anyone. That is a defensible process: structured, consistent, and always paired with evidence of actual ability.
One assessment link
Mix it with the other five tools
Candidates get a single link. Every signal lands on one ranked report per candidate.
Frequently asked questions
Your next shortlist, on autopilot
Tests, interviews and resume scoring in one link. AI hands you a ranked shortlist.
Get started freeFree plan included. No credit card needed.