Psychometric Intelligence Platform
The psychometric intelligence platform. Validated psychometrics and Claude AI forecast how a candidate will actually perform and fit — turning hiring from a gamble into a measured decision.
Trusted by talent teams at
The problem
Résumés and interviews are weak predictors of performance. When you get it wrong, the cost compounds fast.
of a hire's first-year salary — the typical cost of a single bad hire.
U.S. Dept. of Labor
of new hires fail within 18 months — and 89% of the time it's attitude and fit, not skills.
Leadership IQ
spent interviewing per hire — much of it measuring confidence, not capability.
Glassdoor
A complete psychometric workflow, end to end.
Send a unique assessment link to any candidate in seconds. No account needed for them.
Candidates complete an adaptive psychometric assessment powered by Item Response Theory. 10–25 questions, ~15 minutes.
Get an AI-generated report with personality profile, hiring fit score, leadership potential, and tailored interview questions.
One platform, six superpowers.
Our CAT (Computer Adaptive Testing) algorithm selects questions based on your responses using Item Response Theory. Fewer questions, more accuracy.
Claude AI generates detailed personality profiles, leadership assessments, behavioral risk flags, and career recommendations for every candidate.
Analyze team compatibility, optimize team composition, run health pulse checks, and visualize team dynamics across the Big Five.
Monitor adverse impact ratios, track demographic pass rates, and generate compliance reports to ensure fair, bias-aware hiring.
Auto-generate targeted STAR-method interview questions specific to each candidate's personality profile and risk areas.
Row-level security, complete audit logging, role-based access control across 5 permission levels, and white-label branding.
The science
Every score is built on validated instruments and modern measurement theory — so it holds up to scrutiny from your candidates, your leadership, and the law.
The most replicated model of personality in psychology — measured across five validated dimensions.
Adds an Honesty–Humility factor to capture integrity, fairness, and ethical disposition.
Surfaces narcissism, Machiavellianism, and psychopathy so behavioral risk shows up early.
Lie-scale and response-pattern checks detect faking, straight-lining, and rushing.
Rich, actionable insights — not just numbers.
Product Manager
Big Five Profile
Strengths
Risk flag: May struggle with ambiguity — probe in interview.
Résumés and gut-feel interviews measure confidence, not capability. Here's how TalentSpark compares.
Invite candidates and push scores straight into the ATS your team already uses.
TalentSpark AI transformed how we evaluate engineering candidates. The adaptive testing catches what traditional interviews miss.
James K.
VP Engineering, Techbridge Corp
We reduced mis-hires by 40% in our first quarter using TalentSpark. The team compatibility features are incredibly powerful.
Amina O.
Head of People, Nexus Health
The DEI analytics helped us identify unconscious bias in our screening process that we had no idea existed.
Marcus T.
HR Director, Global Ventures Ltd
Everything you need to know before getting started.
Traditional personality tests give you a label. TalentSpark uses Item Response Theory (IRT) to produce calibrated trait scores with known psychometric properties — difficulty, discrimination, and validity. Every score comes with a confidence interval and an AI-generated narrative that explains what it means for this specific role.
Yes. We process candidate data under legitimate interest and consent, offer EU-only data residency, provide a signed DPA for all paying customers, and support full right-to-erasure requests. Candidate data is scoped to your organization via row-level security and never used to train models.
No. Candidates receive a unique, tokenized assessment link by email. They complete the assessment in their browser with no account, no app download, and no personal data stored beyond what your organization controls.
Between 10 and 25 minutes, depending on the assessment type. Our Computer Adaptive Testing (CAT) engine stops asking questions once it has enough confidence in each trait score — meaning high-ability candidates finish faster.
Yes. The Assessment Builder lets you create custom question banks, choose specific trait coverage, set difficulty ranges, and combine multiple assessment types (Big Five, cognitive, SJT, behavioral). AI can generate role-specific questions in seconds.
Each response is run through our integrity engine, which flags straight-lining (selecting the same answer repeatedly), response time anomalies, and statistical outliers. The Lie Scale supplement can also detect socially desirable responding. Flagged responses appear on the report with severity scores.
Plans are based on the number of candidates assessed per month. Growth ($499/mo) covers up to 150 candidates; Professional ($1,499/mo) covers up to 1,000. Enterprise is unlimited with custom pricing. All plans include a 14-day free trial — no credit card required.
White-label branding (custom domain, logo, email sender) is available on the Enterprise plan. We also offer an API for embedding assessments into your own hiring platform.
Pick the plan that fits your hiring volume.
Questions
It is an assessment platform where the scoring is grounded in psychometric measurement theory rather than a scoring rubric someone invented. TalentSpark administers validated instruments — Big Five, HEXACO, Dark Triad and integrity scales — adaptively, scores them with Item Response Theory, checks each response set for faking and careless responding, and returns percentile scores with confidence intervals against normative samples.
More accurate than a résumé, less accurate than vendors imply. On revised meta-analytic estimates (Sackett et al., 2022) structured interviews predict job performance at roughly r = .42, work samples at r = .33, and Conscientiousness at roughly r = .19. Psychometrics are most valuable as the input that tells a structured interview where to probe, not as a standalone filter.
Four, because each catches a failure mode the others miss. OCEAN / Big Five for general work behaviour. HEXACO for Honesty-Humility, the factor that predicts counterproductive behaviour. Dark Triad for sub-clinical narcissism, Machiavellianism and psychopathy. Integrity scales for counterproductive work behaviour directly.
They try. TalentSpark counters it with forced-choice item blocks where every option is matched for social desirability, embedded validity and lie scales that detect impression management, and consistency checks across paraphrased items. Flagged profiles are surfaced as unreadable rather than scored silently.
Yes, under conditions that are tightening. The EU AI Act classifies employment-related AI as high-risk, imposing human-oversight, transparency and record-keeping duties. New York City's Local Law 144 requires an annual independent bias audit of automated employment decision tools. TalentSpark keeps a human as the decision-maker, never trains on your historical hiring data, and logs every score and recommendation with its inputs.
Around fifteen minutes. Item selection is adaptive, so candidates who respond consistently converge faster and answer fewer questions. A fixed-form battery covering the same four frameworks typically runs forty to sixty minutes.
Selection rates by protected group are computed on live pipelines against the 4/5ths rule from the Uniform Guidelines, with sample sizes and significance tests attached so a ratio built on eleven candidates is not mistaken for evidence. No model is trained on your past hiring decisions, which is the documented failure mode of AI screening tools.
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