Corporate Talent Intelligence Platform

Know Your People.Deeply. Scientifically.

India's most comprehensive psychometric assessment for organisations — 17 competencies, 50 questions, 30–50 page report with HR recommendations, coaching guide, and hiring verdict.

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17
Competencies Assessed
50
Validated Questions
30–50
Page Report
4
Hiring Verdicts
What We Measure

17 Validated Competencies

Across Personality, Cognitive, Leadership, Motivation, and Values domains

01
Leadership Potential
Leadership
02
Strategic Thinking
Leadership
03
Emotional Intelligence
Leadership
04
Decision Making
Leadership
05
Change Management
Leadership
06
Communication
Leadership
07
Achievement Drive
Motivation
08
Self-Motivation
Motivation
09
Cultural Alignment
Values
10
Integrity
Values
11
Analytical Ability
Cognitive
12
Problem Solving
Cognitive
13
Learning Agility
Cognitive
14
Attention to Detail
Cognitive
15
Stress Tolerance
Personality
16
Team Collaboration
Personality
17
Conscientiousness
Personality
The Report

30–50 Pages of Actionable Intelligence

Every report includes all sections below — tailored to your assessment purpose

Executive Summary
Overall fit verdict, top 3 strengths, 3 development areas, and hiring recommendation at a glance.
17-Competency Radar Chart
Visual spider diagram mapping all 17 competencies with score annotations.
Personality Blueprint
Big Five trait profile + DISC-style behavioral patterns with narrative interpretation.
Cognitive Intelligence Profile
Analytical, verbal, and numerical reasoning breakdown with role-readiness benchmarks.
Leadership & EI Deep Dive
Leadership potential, emotional intelligence, decision-making, and change management profiles.
Motivation & Culture Fit
Achievement drive, cultural alignment, values integrity, and stress tolerance assessment.
Development Roadmap
30-Day, 90-Day, 6-Month, and 12-Month structured development plan.
Manager's Coaching Guide
Specific coaching actions, conversation starters, and feedback approaches for direct managers.
HR Improvement Recommendations
Concrete improvement steps, capability-building programs, and capability gaps to address.
Interview Guide
Behavioural Event Interview (BEI) questions mapped to competency gaps. (Recruitment only)
Hiring Recommendation
Strong Hire / Hire / Borderline / Not Recommended verdict with justification.
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Report Guide

How to Read & Interpret Your Report

Every assessment type produces a different report. Here is exactly what to look at first — and why.

🎯
Recruitment & Hiring
Strong Hire · Hire · Borderline · Not Recommended
▼

Reading order — what to open first

1
Start with the Verdict
The hiring verdict (final page of the Executive Summary) is your headline. If it reads Not Recommended, the justification paragraph explains the specific competency gaps — read that before anything else.
2
Go to the Interview Guide next
The 5–8 BEI questions in the Interview Guide are derived from this candidate's actual gap areas. Use them in order — they are ranked from most critical to least. Do not freestyle the interview after reading this.
3
Use the Competency Radar to compare candidates
When shortlisting two or three candidates, place their Radar Charts side by side. Look for the candidate whose profile best matches the role's critical competencies — not the one with the highest overall score.
4
Read Personality Blueprint for team fit
The DISC-style behavioral patterns reveal day-to-day working style. Check whether this candidate's natural style complements or clashes with the hiring manager's style and existing team dynamics.
5
Save the Development Roadmap for onboarding
If you hire them, the 30/90/180-day plan in the Development Roadmap gives their manager a ready-made onboarding structure. Set it aside during the hiring decision itself.
Watch for · A "Borderline" verdict with high Integrity and Learning Agility scores often means the candidate can grow into the role quickly with a structured 90-day plan.
🌱
Leadership Development
High Potential · Develop for Advancement · Develop in Role · Not Ready
▼

Reading order — what to open first

1
Read the High Potential Indicators section first
This section summarises the 4–5 competencies that most predict leadership ceiling. High Potential verdict means all or most indicators are strong. Not Ready means foundational gaps must be closed before any leadership exposure.
2
The EI Deep Dive is the most important section
Emotional Intelligence predicts leadership effectiveness more reliably than any cognitive score. The EI section breaks down self-awareness, empathy, emotional regulation, and social influence — this tells you the leader's actual ceiling, not just their current performance.
3
Check Learning Agility before committing to investment
A high Learning Agility score means coaching ROI will be fast. A low score means even excellent coaching will take longer to show results. Adjust your investment timeline accordingly.
4
Read the Manager's Coaching Guide before your next 1:1
This section gives you specific conversation starters, feedback approaches, and coaching actions tailored to this individual's profile. Read it the day before a development conversation — not months later.
5
Use the 12-Month Roadmap as your IDP template
The milestones in the Development Roadmap map directly to an Individual Development Plan. Share it with the employee in the development conversation — transparency increases ownership.
Watch for · Develop for Advancement employees often outperform High Potential employees in the first year after promotion, because their development was intentional rather than assumed.
🏆
Succession Planning
Succession Ready Now · Ready in 18 Months · Ready in 3–5 Years
▼

Reading order — what to open first

1
The Readiness Verdict + Justification paragraph is the core
The verdict headline is followed by a justification paragraph that names the specific 2–3 competencies that determined the timeline. These are your focus areas for development planning — not the lowest scores overall.
2
Prioritise Executive Presence and Managerial Readiness gaps
These two competencies are the hardest to develop quickly. If either is low in a Ready Now candidate, treat that as a yellow flag that needs a mitigation plan before the transition.
3
Use the Gap Analysis section to build the IDP
The Gap Analysis shows the delta between current scores and the target role's required competency profile. Prioritise the top 3 gaps — trying to close all gaps at once produces none.
4
Run the assessment annually and compare year-on-year
A single succession assessment is a snapshot. The trajectory — how scores change from year to year — is the real signal. An employee moving from Ready in 3–5 Years to Ready in 18 Months in one year is a strong succession investment.
5
Share the roadmap with the candidate openly
Succession candidates who know they are in the pipeline and understand their development plan stay 2× longer. The transparency of the roadmap is itself a retention tool.
Watch for · Culture Alignment is often overlooked in succession. A technically strong candidate with low Culture Alignment in a leadership role becomes an organisational disruptor — check this score carefully.
📊
Performance Review
Exceeds Expectations · Meets Expectations · Developing · Below Expectations
▼

Reading order — what to open first

1
Start with the Narrative, not the scores
The Narrative Interpretation section explains what the score pattern means in context. Two employees with the same overall score can have completely different root causes — the narrative distinguishes them.
2
Check Work Motivation and Culture Alignment to diagnose disengagement
Underperformance with high Integrity and Learning Agility scores almost always signals a situation or environment problem — wrong manager, wrong role structure, or lack of challenge. Underperformance with low Work Motivation signals a values or fit issue that requires a deeper conversation.
3
Use the HR Recommendations before the performance conversation
The HR Recommendations section gives specific intervention options tailored to this employee's profile. These are not generic — they are derived from the actual gap areas. Read them before deciding on a PIP or development plan.
4
Stress Tolerance score explains how the employee handles pressure
A low Stress Tolerance score in a high-pressure role explains chronic underperformance better than any other single metric. This is a role-fit signal, not a character flaw — address it by adjusting role design or workload structure.
5
The scores are psychological baselines, not performance ratings
These scores measure potential and character — not whether the employee hit their targets last quarter. Use this report alongside your performance data, not as a replacement for it.
Watch for · Exceeds Expectations employees with high Learning Agility and low Work Motivation are at highest flight risk — they've outgrown the role. Address scope and challenge before compensation.
🔄
Internal Mobility
Strong Role Fit · Partial Fit · Not Fit for Move
▼

Reading order — what to open first

1
The Role Fit Score for the target role is on page 1
Unlike other assessment types, the Mobility report calculates fit against the destination role's competency requirements — not the employee's current role. The opening score is already the answer to "can they do this new job?"
2
Strong Role Fit: proceed and use the Transition Plan
The Development Roadmap in a Mobility report includes a specific transition plan — the first 90 days in the new role, what to watch for, and how the manager should structure the handover period.
3
Partial Fit: read the Gap Analysis before deciding
Not all gaps are equal. A Partial Fit candidate with gaps in critical competencies for the new role is a risk. A Partial Fit candidate whose gaps are in secondary competencies can be bridged with a structured plan. The Gap Analysis ranks gaps by criticality — read it carefully.
4
Not Fit for Move: look at the Alternative Roles section
When the current target role is not a fit, the report suggests 2–3 alternative role families that better match the employee's competency profile. Use this to have a constructive redirection conversation rather than a dead-end "no".
5
Adaptability and Stress Tolerance predict transition success
Role changes are inherently disruptive. Employees with high Adaptability and Stress Tolerance handle the uncertainty of a new role much better. Check these two scores specifically — they predict the transition period, not just the steady-state performance.
Watch for · Employees who volunteer for a move often have high Achievement Drive but may not have the Culture Alignment for the destination team. Check Culture Alignment against the target team's norms, not just the organisation overall.
Use Cases

Built for Every Talent Decision

🎯

Recruitment & Hiring

  • ✓Pre-hire competency screening
  • ✓Structured interview guide included
  • ✓Clear hire/no-hire verdict
  • ✓Compare candidates objectively
📈

Leadership Development

  • ✓Identify high-potential employees
  • ✓Manager coaching guide included
  • ✓30/90/180/365-day growth roadmap
  • ✓Succession planning readiness
🔄

Internal Mobility

  • ✓Role-fit assessment before transfer
  • ✓Cultural alignment check
  • ✓Gap analysis for new role
  • ✓Development plan for transition
Process

From Invite to Insight in 24 Hours

01

Create Template

Set assessment purpose, select competencies, set duration and expiry

02

Invite Candidates

Send individual or bulk invite links — candidates need no account

03

Assessment

50-question timed assessment completed in ~60 minutes by the candidate

04

Instant Report

Download full PDF or view report online immediately on completion

Beyond Assessment

Capability Building Programs

Connect your report insights to action with certified Future Path Counselling coaching programs

🏔️
Leadership Coaching
One-on-one executive coaching programmes for emerging leaders
🎯
Executive Coaching
C-suite and VP-level coaching for high-stakes leadership roles
💡
EI Workshop
Group emotional intelligence enhancement for teams
🌱
Train-the-Trainer
Equip your internal L&D team with certified coaching methodology
🤝
Team Effectiveness
Cohort-based team dynamics and collaboration programmes
⚡
Management Development
First-time manager and middle management transition programmes
Pricing

Buy Credits. Use Anytime.

No subscription. No expiry. Pay for what you use.

Individual1–9 assessments
₹1,500per assessment
Small Pack10–24 assessmentsSave 20%
₹1,200per assessment
Standard Pack25–49 assessmentsSave 33%
₹1,000per assessment
Large Pack50–99 assessmentsSave 47%
₹800per assessment
Enterprise100+ assessmentsSave 57%
₹650per assessment
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Credits never expire · Used only when candidate completes assessment

FAQ

Common Questions

How does the assessment work?▼
A candidate receives an email invitation with a unique link. They complete a 50-question battery covering personality, cognitive ability, emotional intelligence, motivation, and values — typically in 60–75 minutes. The moment they submit, a full 35–50 page report is generated and available in your HR dashboard. No scheduling, no consultant involvement, no wait time.
What does "assessment purpose" mean when I create an assessment?▼
The same 50-question battery produces five completely different reports depending on your purpose: Recruitment (hire/no-hire verdict + interview guide), Leadership Development (potential verdict + coaching guide), Succession Planning (readiness timeline), Performance Review (performance narrative + HR recommendations), or Internal Mobility (role-fit for the target role). You set the purpose when creating the assessment template — the system then applies the correct scoring weights and generates the purpose-specific report.
What is a credit, and exactly when is one consumed?▼
One credit = one completed assessment report. Credits are deducted only when a candidate fully submits their assessment — not when you send the invite, not if they start but abandon it, not if the invite link expires. Credits never expire and can be topped up at any time. They are shared across all HR admin users on your account.
Can we see a sample report before purchasing?▼
Yes — a full sample report is publicly available at the "View Sample Report" link in the navigation. It shows all sections including the competency scores, personality blueprint, development roadmap, interview guide, and hiring verdict. No account required to view it.
Is candidate data secure and confidential?▼
Assessment data is stored encrypted and is accessible only to authorised HR admins in your organisation's account. Candidate responses are never shared between organisations, never sold, and never used to train models. Candidates can also view their own report if you choose to share it with them — that is a setting you control per assessment template.
How many HR admin users can we add to our account?▼
Unlimited. There is no per-seat pricing for HR admin access. You can add your entire HR team, hiring managers, and L&D staff without any additional cost. Access is role-based — you control who can create assessments, view reports, and manage credits.
What if a candidate does not finish the assessment?▼
No credit is consumed. Credits are only deducted on full submission. If a candidate abandons the assessment mid-way, their progress is saved for 7 days and they can resume from where they left off using the same invite link. After 7 days, the session expires — you can re-invite them without losing a credit.
Can we assess the same person for a different purpose later?▼
Yes. Each assessment is independent. You might assess a candidate for Recruitment, hire them, and then assess them 12 months later for Leadership Development. Each is a fresh assessment and consumes one credit. This also allows you to track how an employee's competency profile evolves over time.

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