Psychometric Tests
Know who someone is, not just what they know
Big Five, DISC, MBTI, Work Values, EQ, and cognitive ability. Validated frameworks with AI summaries your team will actually read.
Sneha Sharma
Big Five · completed in 14m
Trusted by fast-growing companies
Frameworks
Six validated frameworks, one platform
We did not invent a personality model. We use the models academic and industrial psychology have actually validated: Big Five (IPIP), DISC, MBTI-aligned, Work Values, EQ, and cognitive ability. Mix and match per role - culture-fit uses Big Five + Work Values; leadership uses DISC + cognitive.
- Big Five (Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism)
- DISC for work-style profiling
- MBTI-aligned for type preferences
- Work Values for culture-fit signal
- EQ for interpersonal-role suitability
- Cognitive ability (Raven-style matrix + verbal + numerical)
Sneha Sharma
Big Five · completed in 14m
Scoring
Weighted Likert, not simple averages
Proper scale math matters. We use weighted scoring across multiple response scales (5-point, 7-point, frequency, agreement, and custom), not arithmetic averages. Results are comparable across candidates and stable across retests. The scoring methodology is documented and auditable.
- Research-backed scoring for Big Five and cognitive
- Attention-check items detect random/fake responding
- Stability across retests - a candidate gets the same profile 2 months later
- Percentile bands against your industry and role family
Sneha Sharma
Big Five · completed in 14m
Reports
AI summaries your team will actually read
The 20-page PDF no one opens? We don't do that. Every report has a 3-paragraph AI-written summary: strengths, watch-outs, and culture-fit signal. Full scores are one click away for the rare case you need them. Reports are written in plain English, not psych-jargon.
- 3-paragraph summary: strengths · watch-outs · fit signal
- Full framework scores available on expand
- Role-specific interpretation (high E is different for Sales vs Research)
- Trait chips for quick team review
Priya Nair
Senior Backend · 8.2 overall
"Walked through trade-offs before coding."
Source · 04:12
"Recognized the read-heavy bottleneck early."
Source · 06:48
"Explained decisions clearly and concisely."
Source · 08:15
Role profiles
Different roles need different traits
A great salesperson and a great operations manager look nothing alike on a personality profile. Sales needs **high extraversion and low neuroticism**. Operations needs **high conscientiousness and high agreeableness**. GoodFit lets you set role-specific trait profiles so each candidate is scored against the pattern that actually predicts success in that job - not a generic "good personality" benchmark.
- Pre-built trait profiles for common role families (sales, ops, support, engineering, leadership)
- Customize weights per trait for your specific role
- Visual fit-gap overlay: candidate profile vs ideal role profile
- Profile library grows as your team reviews and calibrates
Sneha Sharma
Big Five · completed in 14m
Candidate experience
14 minutes, mobile-friendly, zero complaints
Long psychometric tests kill completion rates. The GoodFit assessment averages **14 minutes** across all frameworks - short enough that candidates finish in one sitting on their phone. The experience is clean, mobile-first, and candidates consistently report it felt fair and professional. No trick questions, no confusing scales.
- 14-minute average across all selected frameworks
- Mobile-friendly design - most candidates complete on their phone
- Progress bar and estimated time remaining shown throughout
- Candidate feedback: 4.6/5 average experience rating
Sneha Sharma
Big Five · completed in 14m
Customer story · Zoko
Zoko uses structured behavioral signal to filter serious applicants from the noise - before any recruiter time is spent.
For every job posting we've put up, we get anywhere between 600 to 1,000 applications within a week. Just going through those applications and downloading resumes took days. Most nights I sat late just to get through all of them.
75%
Faster time to hire
1,000+
Interviews conducted
What you get
6
validated frameworks
14 min
average completion time
Plain English
summaries, not psych-jargon
Overridable
every AI interpretation
FAQ
Questions hiring teams ask about Psychometric Tests
Are these tests scientifically valid?
Will candidates fake the answers?
Is this legal in India / other markets?
Can we customize which frameworks to run?
How do you handle candidates with disabilities or neurodiverse profiles?
Can we compare candidates across different assessment dates?
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