How Deep Insights Works
Deep Insights translates a candidate's five-factor personality scores into a written narrative. Few candidates fall neatly at one end of every spectrum - most have a unique combination of strengths, balanced traits, and potential challenges. The report describes those tendencies; it does not predict them.
💡Note: Personality is only one piece of the puzzle. Behaviour at work is shaped by experience, training, motivation, team context, and the specific demands of a role. Deep Insights provides a starting point for conversation, not a hiring decision.
The Three Sections
Each pillar in the report answers a different question:
Working Mode - how the candidate is likely to approach the work itself: decision-making style, attention to detail versus big-picture thinking, and natural pace and drive.
Relationship Mode - how the candidate is likely to engage with people: communication style, collaboration preferences, and how they influence others.
Risk Factors - the top behavioural patterns where the candidate's natural tendencies may create blind spots or friction in the role. These are not flags to filter on - they are areas to probe in interviews and consider in onboarding.
Reading the Trait Sliders
Each subsection in Working Mode and Relationship Mode includes bipolar sliders (e.g. "Thoughtful ↔ Fast-Moving"). The slider position reflects the candidate's tendency along that dimension.
A position toward one end is not "good" or "bad" - it describes a natural preference.
Different roles call for different positions on different sliders.
Use the sliders as a quick visual reference before reading the narrative detail.
Reading the Risk Matrix
In the Risk Factors section, each risk is illustrated with a 2×2 matrix on two personality axes.
The candidate's position on the matrix shows where they sit relative to the patterns most associated with that risk.
Use the matrix together with the narrative to understand both the magnitude of the pattern and the specific way it tends to surface.
Checking the Narrative Against Underlying Facets
The narrative in each section is generated from the candidate's scores combined with a curated set of human-written anchor texts. The underlying personality dimensions and facets are visible alongside the narrative.
A good practice is to spot-check: does the narrative match what the underlying facets suggest? If something in the prose feels off, the facets are the source of truth.
💡Note: Click into the underlying facets to compare them with the narrative. This is especially useful when discussing a report with a hiring manager who wants to understand the reasoning behind a particular description.
Using Deep Insights in Practice
In interviews - use Deep Insights as a starting point for behavioural conversation, not as evidence to confront the candidate with. Probe into the patterns described, listen for confirmation or counter-examples, and judge based on the full conversation.
In hiring decisions - treat Deep Insights as one data point among many. Combine with structured assessment, interview scorecards, and references.
In onboarding - use the Risk Factors as input for the manager's conversation with the new hire about working preferences, blind spots, and the kind of support likely to help.
💡Note: Share the Risk Factors section with the hiring manager ahead of onboarding. It gives them a concrete starting point for their first working-style conversation with the new team member.
Any Questions?
Use the chat in the bottom right corner to connect with a member of our support team.
