The person
Experience · work habits · preferred conditions · priorities
The inTalent process
Understand the person.
Understand the workplace.
Two perspectives, a clearer conversation: what someone brings, what a role requires, and the conditions in which the work happens.
Proprietary work-profile pilot
Make the context
visible on both sides.
Our developing assessment process gives candidates and employers a structured way to describe work habits, preferences, priorities, and actual role conditions. It supports a guided discussion alongside experience, interviews, references, and work evidence.
Current status · Pilot. These instruments have not been validated to predict job performance. They do not produce a universal fit score or automated hiring decision.
The opportunity
Outcomes · responsibilities · actual conditions · support
A simple path
From a profile
to useful questions.
Define the role
Confirm outcomes, essential requirements, authority, and the environment actually offered.
Share each perspective
Candidate and employer profiles capture their own descriptions. Executive and mid-level routes reflect different depth.
Discuss the evidence
A recruiter-led conversation explores concrete examples and separates preferences from demonstrated ability.
Clarify the alignment
Discuss practical differences, missing information, support, and next questions. People make the decision.
Three views in the reporting design.
The pilot is developing these views. Automated reports and matching are not being presented as a finished service.
Employer & role profile
Business outcomes, current working conditions, role requirements, resources, and areas needing clarification.
Candidate profile
Self-described habits, workplace preferences, priorities, and questions for a separate evidence conversation.
Candidate–employer alignment
Where descriptions agree, differ, or need more information. The purpose is a useful discussion, not a percentage ranking.
Capability. Conditions.
Contribution.
Keep three questions separate: Can the person demonstrate the work? What environment is being offered? How could they contribute to this team?
Selected employee input may add context in a future supported workflow. A small reference group does not define a whole company’s culture, and similarity to existing employees is not the goal.
Does completing a profile make someone inTalent Verified?
No. Pilot answers do not determine Verified status, selection, or rejection. Verification remains a separate review of the evidence and checks agreed for the assignment.
What if the candidate and employer describe different preferences?
Explore the practical difference, the actual requirement, and possible adjustments. A difference in preferences is not proof that someone cannot perform.
Is this a personality test that predicts performance?
No predictive claim is made. These are unvalidated pilot work profiles. Self-description is not verified capability, and there is no universal match percentage.
How is information shared?
Participation and access should be explained before collection. The public website does not collect assessment answers. Pilot participants receive the portal’s notices and participation instructions; employee responses should not be treated as automatically anonymous.
Let’s start with your business
What does your next
critical hire need to change?
Tell us what you’re building, where the search stands, and what success would look like. We’ll discuss a focused way forward.
Start a conversation