For the person
Their answers stay theirs.
Paying for a profile does not give a company access to the answers or report.
For people and company teams
Make different ways
of working easier to coordinate.
Give each person a detailed work profile. Use the reports they choose to share to discuss decisions, handovers, and follow-through.
The day-to-day case
Bring the report back to the work.
Handover ownership gets fuzzy. Different needs surface before a decision. A commitment disappears when priorities change. A person’s report gives the team shared language to turn those moments into a working agreement and a small action to review.
Read the complete example report →-
Planning the work
Before a first attempt
What needs to be clear now, and what can we learn by trying a small first step?
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Trying another approach
When the first method stalls
What has changed, and what would make a different approach worth testing?
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Returning to commitments
At a handover
Who owns the next step, and where will the agreement stay visible?
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Weighing a decision
Before a choice is hard to undo
Which later consequence should we consider before deciding?
Use a real example from the work, then agree what to try and when to review it.
Inside the workspace
See each step.
Keep permission separate.
Manage team members, invitations, and credit orders in one company account. The people list shows invitation progress and whether report access has been granted. A completed profile stays private until its owner chooses what to share.
See what a person receives →People
- Invitation ready
- Assessment started
- Completed
Credits
- Available
- Reserved
- Used
Check who has started, who has finished, and which reports a person chose to share, all in the same workspace.
See how the company API works →What each person gets
A report they can use beyond one meeting.
Each person receives their full written report and a PDF to keep. It explains their working preferences in everyday language, connects them to familiar situations, and offers a small idea to try.
For the team
Ask about a real example.
Use a shared section to discuss how a task, handover, or decision unfolded. Bring work samples and role requirements into the conversation too.
For the process
Keep the purpose clear.
Name the organisation and reason for an invitation. A person can choose which report sections to share and how long access lasts.
Give onboarding a more concrete start
Instead of asking someone to “fit in,” choose one real part of the work: a first handover, a changing priority, or a decision with several people involved. A report section can help the person explain what they usually notice and what support they want to try.
Then agree a small working arrangement and review it from the work itself. Keep the conversation about the situation, not a fixed label for a colleague.
Use recruitment conversations carefully
If you include a profile in a recruitment conversation, explain why before inviting someone. Discuss it alongside examples of their work and the role’s requirements. A profile describes work preferences; it does not assess ability or predict job performance.
Know who can do what
Owners manage the workspace, members, invitations, credits, and orders. Recruiters manage invitations and the people flow. Billing members review balances and order records. Each role has only the access it needs.
Build the process around clear permission
The company workspace shows available, reserved, and used credits, plus invitation progress and report-access status. A completed profile is not a shared profile. Only the participant can grant access to selected report sections for a named organisation and purpose.
Start by creating a company workspace, then review members, current credit packs, and order totals before inviting anyone. Already have an account? Sign in with email.
Start with one clear invitation