Persona · Latin “mask” — the face turned to the world in classical theatre.
Persona helps recruiters see beyond the résumé and the interview — and get to know the person behind the candidate.
A clear, candidate-respectful flow from invitation to confident decision.
Mark which Big Five dimensions are critical, important, or neutral for the role. Add up to six flagged traits that matter most.
One link, three tiers: Short (60), Medium (120), Long (300). Candidates complete it in 5–20 minutes on any device.
Get an overall fit score, a dimension-by-dimension breakdown, flagged-trait analysis, and an executive summary you can act on.
The Big Five (OCEAN) is the most thoroughly validated framework in psychology — and the foundation Persona starts from. On top of it we layer workplace-adapted instruments that surface role fit, organisational fit, and signals a regular interview can't reach. Hover a trait to see it on the chart.
Curiosity, imagination, and appetite for new ideas.
Cooperation, empathy, and warmth toward others.
Calm under pressure and an even temperament.
Organisation, discipline, and follow-through.
Sociability, assertiveness, and outward energy.
Workplace-adapted instruments layered on the five — surfacing fit an interview can't.
Persona isn't a fixed test. Set the length to the depth of the role, layer validated modules on the Big Five base, and spotlight the traits that matter — the analysis follows your call.
An overall fit score, dimension breakdown, and bottom line — designed to be read in under three minutes.
Validity scales flag careless, contradictory, or socially-desirable patterns so you never act on noisy data.
Weight each dimension by the role and factor in team and culture. The fit score reflects this job and this organisation — not a one-size-fits-all benchmark.
Encryption at rest, explicit candidate consent, right to erasure — designed for GDPR and CCPA from day one.
One view of all candidates across roles. Sort by fit, filter by status, share reports with hiring managers.
Right to delete on completion. No dark patterns. A respectful experience candidates won't resent.
The candidate report your team actually reads — an overall fit score, a dimension-by-dimension breakdown, and a bottom line, in one page.
The Big Five is the foundation — the most replicated framework in personality psychology, built on the public-domain IPIP-NEO and benchmarked against Costa & McCrae’s NEO-PI-R. On top of it Persona runs additional high-validity instruments adapted for the workplace, so you also see role fit, organisational fit, and personality characteristics a single questionnaire — or a regular interview — would miss.
Validity scales detect inconsistent, contradictory, or socially-desirable response patterns and flag them before you ever read a score — so distorted profiles surface rather than mislead.
Between five and twenty minutes depending on the tier you choose: Short (60 items), Medium (120), or Long (300). Candidates can complete it on any device, in one sitting or across sessions.
Explicit consent at intake, encryption at rest, and a one-click right to erasure — designed for GDPR and CCPA from day one. Candidates own their data and can delete it on completion.
No. Persona structures the conversation — it tells you what to probe in the interview, not who to hire. It removes guesswork from the room, it doesn’t remove the room.
Each role weights the five dimensions by importance — critical, important, or neutral. The fit score is a role-aware composite of those weighted dimensions, never a one-size-fits-all number.
Set up your first role in three minutes. No credit card required.
request a demoPersona · from the Latin for "mask"
See past the résumé — and meet the person behind the candidate.
Request a demoMark which traits are critical, important, or neutral — plus up to six spotlight facets.
One link, three lengths. They finish in 5–20 minutes on any device.
An overall fit score, dimension breakdown, and an executive summary you can act on.
The Big Five (OCEAN) — the most validated framework in psychology, and the base Persona builds on.
Curiosity, imagination, openness to new ideas.
Organization, discipline, follow-through.
Sociability, assertiveness, outward energy.
Cooperation, empathy, warmth toward others.
Calm under pressure, even temperament.
Work-tuned scales layered on top of the five.
Pick a length, add modules, spotlight what matters — the analysis follows your choices.
Fit score, breakdown and bottom line — read in under three minutes.
Validity scales flag careless or socially-desirable patterns.
Weight each dimension to this role and this team — not one-size-fits-all.
Encryption, explicit consent, and a right to deletion. GDPR & CCPA-ready.
Every candidate in one view. Sort by fit, filter by status.
A respectful experience. No dark patterns, delete on completion.
The report your team actually reads, the board it works in, and the roles behind every fit score.
The Big Five are the base. On top, Persona runs work-tuned scales that reveal role fit, org fit, and traits a single questionnaire would miss.
Validity scales flag inconsistent, contradictory, or socially-desirable answering before you read a score — so distorted profiles surface instead of mislead.
Five to twenty minutes, depending on the length you pick: Short, Medium, or Long. Any device, in one sitting or several.
Explicit consent up front, encryption at rest, and one-click deletion — built for GDPR and CCPA from day one.
No. Persona structures the conversation — it tells you what to probe, not who to hire. It removes the guessing, not the room.
Each role weights the five dimensions by importance. The fit score is a role-aware composite — never one number for everyone.
Set up your first role in three minutes. No credit card.
Request a demo