Enneagram Test
The Enneagram test maps a person to one of nine personality types, each defined by a core motivation, what drives them, what they avoid, and how they show up under pressure. Results include a primary type and a wing, giving teams a shared language for understanding working styles and communicating better.
Summary of the Enneagram Test
The Enneagram test maps a person to one of nine personality types, each defined by a core motivation, what drives them, what they avoid, and how they show up under pressure. Results include a primary type and a wing, giving teams a shared language for understanding working styles and communicating better.
9 dimensions, scored separately
The Reformer (Perfectionist)
Principled and detail-conscious, they hold high standards, follow through reliably, and push to make processes better.
The Helper
Warm and relationship-focused, they anticipate colleagues' needs and hold teams together through personal connection.
The Achiever
Ambitious and efficient, they set goals, adapt their approach to win, and project confidence under pressure.
The Individualist
Creative and emotionally attuned, they do their best work when projects allow depth, meaning, and a personal touch.
The Investigator
Analytical and self-sufficient, they master subjects deeply and prefer focused, independent work over constant collaboration.
The Loyalist
Committed and vigilant, they plan for what could go wrong, honor their obligations, and stand by their team.
The Enthusiast
Energetic and idea-rich, they spark new initiatives, embrace variety, and lift a team's mood, though details can bore them.
The Challenger
Direct and decisive, they take charge in ambiguity, confront problems head-on, and defend their people.
The Peacemaker
Calm and inclusive, they mediate disagreements, see every perspective, and provide a steadying presence.
Everything about the Enneagram Test
01What is the Enneagram Test?
The Enneagram has ancient philosophical and spiritual roots and was developed into its modern nine-type form during the 20th century. It describes patterns of motivation, why people act the way they do, rather than ability or skill. The framework has lower scientific validation than models like the Big 5, so treat results as a starting point for reflection, not a verdict. SpringHire positions the Enneagram as a self-awareness and team-communication tool: useful for coaching, onboarding, and collaboration, and never as a hiring gate.
02How does the Enneagram Test work?
Candidates rate 45 short statements on a 1-5 scale (1 = strongly disagree, 5 = strongly agree). Each of the nine types is measured by 5 statements. A type's score is the mean of its items; the highest-scoring type is the primary type, and the higher-scoring adjacent type becomes the wing, reported as, for example, Type 3w2.
03Why is the Enneagram Test important to employers?
Understanding what motivates each team member helps managers coach effectively, resolve friction earlier, and assign work that energizes rather than drains. The Enneagram gives teams a fast, memorable vocabulary for these conversations. Used alongside validated skills assessments, it deepens interviews and onboarding without ever deciding who gets hired.
How to interpret Enneagram Test results
Every candidate report scores each dimension separately. Here is what high and lower scores typically look like at work, and how to use them in your hiring decision.
The Reformer (Perfectionist)
High scorers: Type 1s at work raise the quality bar for everyone, catching errors and improving processes. Under stress they can become critical of themselves and others; they thrive with clear standards and room to improve things.
The Helper
High scorers: Type 2s at work build relationships and quietly keep teams running, anticipating what colleagues need. They risk overextending themselves; they thrive when their contributions are noticed and appreciation is explicit.
The Achiever
High scorers: Type 3s at work are driven, adaptable, and goal-focused, often setting the pace for a team. They risk over-identifying with results; they thrive with clear metrics, visible wins, and recognition.
The Individualist
High scorers: Type 4s at work bring originality, depth, and a strong sense of meaning to projects. Routine work can drain them; they thrive when they can put a personal stamp on their output.
The Investigator
High scorers: Type 5s at work are analytical, independent, and thorough, mastering complex problems before speaking. They can withdraw under pressure; they thrive with focused time, autonomy, and respect for their expertise.
The Loyalist
High scorers: Type 6s at work are loyal, prepared, and excellent at spotting risks others miss. Uncertainty raises their anxiety; they thrive with trustworthy leadership, clear expectations, and honest communication.
The Enthusiast
High scorers: Type 7s at work bring energy, ideas, and optimism, keeping momentum high on new initiatives. Follow-through can slip; they thrive with variety, brainstorming outlets, and gentle accountability on details.
The Challenger
High scorers: Type 8s at work are decisive, direct, and protective of their people, stepping up when stakes are high. They can overpower quieter voices; they thrive with real authority and straight talk.
The Peacemaker
High scorers: Type 9s at work are steady, inclusive mediators who keep teams harmonious and see every side. They may avoid conflict or defer too long; they thrive when their opinions are actively invited.
What job roles can you hire with the Enneagram Test?
- People managers: a shared vocabulary for coaching and one-on-ones
- Customer-facing teams: understanding different motivation styles improves client empathy
- Cross-functional project teams: surfacing working-style differences before they cause friction
- New hires during onboarding: accelerating self-awareness and team integration
- Leadership development programs: reflection on motivation patterns and blind spots
Build a multi-measure assessment: tests to pair with the Enneagram Test
Big 5 (OCEAN) Personality Test
The Big 5 (OCEAN) test gives you insight into how a candidate behaves at work, how they relate to others, and where their natural strengths lie. It measures candidates on the five research-backed personality dimensions: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.
View testDISC Personality Test
The DISC Personality Test shows you how a candidate prefers to communicate, make decisions, and handle pace and pressure at work. It measures four behavioral dimensions, Dominance, Influence, Steadiness, and Conscientiousness, giving you a clear, practical picture of working style before the interview.
View test16 Personality Types Test
The 16 Personality Types Test reveals how a candidate prefers to communicate, take in information, make decisions, and organize their work. Candidates receive a four-letter type built from four preference spectrums, giving hiring teams a shared language for collaboration, onboarding, and team dynamics.
View testReady to interview your shortlist?
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Frequently asked questions
Last updated July 31, 2026