The Personality Lab is a psychometric platform for talent and people leaders. We combine peer-reviewed instruments — the Big Five, HEXACO, and the Job Demand-Control model — with modern engineering to make personality measurement predictive, defensible, and ready to deploy across your funnel.
EEOC adverse-impact monitoring. GDPR-compliant. Multi-language assessments in 10 locales. Used by talent leaders across financial services, technology, healthcare, and professional services.
Big Five & HEXACO
Percentile norms · per locale
Built for talent & people-science teams in
For more than fifty years, organizational psychology has shown the same result: structured assessment of personality and cognitive ability predicts job performance meaningfully better than interviews, résumés, or experience. The evidence base is one of the most replicated findings in applied psychology.
And yet most hiring conversations still rely on twenty minutes of unstructured chat. The Personality Lab exists to close that gap — with instruments your people scientists can defend, your legal team can audit, and your hiring managers actually want to use.
0.31
Mean validity of unstructured interviews for predicting job performance
Schmidt & Hunter (1998); McDaniel et al. (1994)
0.51
Validity gain when structured interviews are paired with conscientiousness measurement
Schmidt, Oh & Shaffer (2016)
30%
Of total annual compensation: estimated cost of a single mis-hire at senior IC levels
U.S. Department of Labor; SHRM (2022)
+10%
Incremental predictive power of conscientiousness over and above general mental ability for job performance
Barrick & Mount (1991); Salgado (1997)
Every assessment we ship is documented to APA Standards for Educational and Psychological Testing and the International Test Commission Guidelines. We publish a technical manual for each instrument: item construction, factor structure, internal consistency, test-retest reliability, criterion validity, and measurement invariance across protected groups.
When a customer cannot defend an instrument, they should not use it. Our manuals ship with the platform — they are not a marketing artifact.
Big Five, Enneagram & DISC — how we blend them →Costa & McCrae (1992); Goldberg (1993)
The five-factor model is the most validated taxonomy of personality in modern psychology. We administer a 100-item Likert assessment with norms across age, gender, and locale, returning percentile scores on Openness, Conscientiousness, Extraversion, Agreeableness, and Emotional Stability.
α reliability .87–.91 · external validity r = .41 for job performance
Ashton & Lee (2007)
HEXACO adds a sixth factor — Honesty-Humility — that materially improves the prediction of counter-productive workplace behavior and integrity-related risk. Used as an overlay on the Big Five for roles with custodial or financial exposure.
Incremental validity over FFM for CWB: ΔR² = .07
Enneagram · DISC · four-axis type indicators
Most teams already use one of the popular typologies — Enneagram, DISC, or one of the trademark-protected four-letter type indicators. We don't sell them. We map our continuous trait scores into their language inside the report so coaches and managers don't have to learn a new vocabulary.
Discussed; not deployed as a primary hiring instrument
Karasek (1979); Siegrist (1996)
A workplace-stress instrument grounded in the Job Demand-Control model and Effort-Reward Imbalance theory. Returns a Job Strain Index, Burnout Vulnerability Coefficient, and a four-quadrant profile (active / passive / high-strain / low-strain).
Used for team diagnostics, not hiring
Horne & Östberg (1976); Roenneberg (2003)
A short circadian-preference instrument used in shift-pattern, on-call, and follow-the-sun operations. Provided as a non-diagnostic team-fit signal alongside role design.
Operational use only
Schmidt-Hunter meta-analytic blends
We build composite scores tailored to your role architecture — e.g. a 'high-stakes IC' composite that weights conscientiousness, emotional stability, and integrity. Each composite ships with its own technical manual.
Tier 1+ engagements
We are deliberately narrow about what we sell. We do not run pulse surveys, we do not score engagement, we do not generate personality types you can put on a coffee mug. We measure traits that predict behaviour, and we make those measurements actionable at the points in the employee lifecycle where the cost of a wrong call is the highest.
Add a defensible signal to your funnel without slowing it down.
Assessments fire from your ATS the moment a candidate moves to phone screen. Reports surface trait percentiles, role-fit composites, and structured interview prompts tailored to the candidate's profile. Hiring managers see a one-page summary; people scientists see the full technical view.
Decide who's ready — not just who's available.
Identify high-potential employees using validated leadership composites built on the Big Five, HEXACO, and behavioural-event data. Run succession planning with a defensible audit trail across business units, geographies, and pay grades.
Engineer the team you actually need.
Use trait diversity, stress-profile complementarity, and chronotype overlap to assemble project teams, on-call rotations, and leadership pairs. We provide team dashboards, not just individual reports.
Move from generic 360s to evidence-grounded coaching.
Pair our personality and stress instruments with 360 input to give executive coaches a coherent picture. We integrate with leading coaching platforms and provide a longitudinal dashboard so progress is visible over quarters, not just at the next off-site.
Turn the first 90 days into a measurable program.
Assess new joiners on day one, share a profile with their manager, and pre-load conversation starters for 1:1s. Reduce voluntary attrition in the critical first year by making the implicit explicit.
Reduce the people risk of structural change.
When two teams or two companies combine, culture risk is the single largest source of value destruction. We provide pre- and post-integration measurement frames so leadership can act on signal, not anecdote.
Most psychometric vendors ship a PDF and call it product. We ship an API, a dashboard, SSO, role-scoped access, full audit logging, an evaluation environment for testing new instruments before they touch live candidates, and a managed service if your people-science team is still being hired.
Twelve validated instruments, multi-language, with technical manuals and item-level analytics.
Candidate, hiring-manager, recruiter, and people-science views. Configurable scoring bands.
Native connectors plus a documented REST API. Webhook-based scoring pipeline.
SSO/SAML, audit logs, data residency in EU and US, GDPR DPA, ISO 27001 controls.
Integrations
Every instrument we ship has a technical manual: item construction, factor structure, reliability, criterion validity, and measurement invariance across protected groups. We send the manual that matches your use case before the first call.
Personality measurement carries real responsibility. We assume that every report we produce will, sooner or later, be reviewed by a regulator, a works council, or a candidate's lawyer.
We do not publish a price list because we do not believe in selling psychometric measurement by the seat. Every engagement begins with a 30-minute conversation to understand your role architecture, your evidence requirements, and the regulatory context you operate in. You leave that call with a written proposal.
Engagement
For a single requisition or one cohort.
Most teams start here
For talent teams running a structured funnel.
Engagement
For multi-region organizations with works councils.
/ Self-serve
Card checkout, corporate-discount code applied automatically, no expiration on the prepaid balance. For HR teams, L&D programmes, coaches, and agencies.
/ Get started
A 30-minute working session with our people-science team. We look at the roles you're hiring for, the evidence you need to defend a measurement program, and the timeline that makes sense. No demo theatre.