The talent assessment platform that gives you answers, not scores.
Most platforms hand you percentiles and leave the decision to the panel. 5Profiler resolves one sitting into three answers per candidate — will they perform, will they fit, will they stay — with the evidence attached, score by score.
Answers
3 per candidate
Instruments
6 · one sitting
Personality depth
30 facets
One sitting. Three answers. Evidence attached.
Six instruments resolve into five fits against your role, and three answers your panel can act on — will they perform, will they fit, will they stay.
Scored against you, not a generic ideal
The benchmark is built from your organisation — your declared values, your real team, your role’s actual demands — so “fit” means fit for the seat you’re filling.
- One sitting, no stitched vendors — psychometrics, cognitive, skills, judgment and values in a single candidate experience.
- Evidence on every score — each answer traces to instruments, weights and caveats a review panel can inspect.
- Interviews on the same record — shortlist from the scorecard, schedule in a click, rubric-score against the same evidence.
- Candidates finish thinking better of you — adaptive sittings, nothing to install, and no one auto-rejected by a score.
What a hiring team actually receives
A Senior Product Analyst campaign with 412 invited candidates produces, within minutes of each completion: a per-candidate answer card (Perform · Fit · Stay with bands and caveats), a panel-ready report at 30-facet depth, suggested interview probes where instruments disagree, and a ranked scorecard the recruiter can shortlist from directly. The panel argues from one evidence scale instead of five opinions.
Questions we always get
How long does a sitting take?
Profiling alone is typically under 30 minutes; a full battery with skills runs 60–90. Adaptive delivery keeps it as short as measurement allows.
Can we assess against our own role definitions?
Yes — that’s the default. Role templates are built from your job descriptions, and every answer is scored against them rather than a generic benchmark.
How fast can we start?
A pilot on one role can be live inside a week — role configuration, a test campaign and your first real candidates.
Go deeper in the research library: what predicts job performance · what test scores mean.
People also evaluate
Three answers on your next hire.
A 30-minute walkthrough with your roles, not a canned deck — and a sample report to keep.