Evaluation models
These are the frameworks behind our recommendations, what each one is genuinely good for, and where its limits are. We use them together, because no single instrument tells you what to do with your career.
John Holland's hexagon is still the backbone of career orientation worldwide. Your three strongest types form a code, and the distance between them on the hexagon tells us as much as the letters themselves.
Hands-on, practical, tools and machines. Builders and fixers.
Analysis, research, problems with a right answer somewhere.
Expression, ambiguity, work with no single correct output.
Teaching, helping, developing other people.
Persuasion, leadership, risk and commercial upside.
Structure, accuracy, systems and records.
What kind of work you're drawn to
John Holland's model sorts work environments and people into six types: Realistic, Investigative, Artistic, Social, Enterprising and Conventional. Your top three form a code we use to shortlist realistic fields instead of guessing.
How you tend to behave at work
Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism, the most heavily validated personality framework in occupational psychology. We use it to predict where a role will feel natural and where it will cost you energy.
What actually motivates you
Nine core motivations and the fears underneath them. Less about aptitude, more about why you avoid certain conversations, over-deliver in others, or stay in a role long after it stopped serving you.
How you take in information and decide
Jungian type inventories describing preferences across four dichotomies. We treat them as vocabulary for a conversation about working style, not as a verdict, and we say plainly where the research is weaker.
What you refuse to trade away
Edgar Schein's eight anchors: technical mastery, management, autonomy, security, entrepreneurship, service, pure challenge and lifestyle. The anchor explains which offer you should actually accept.
What you already carry with you
A structured audit of work values and transferable skills, evidenced from your own history. This is the part that ends up in the CV and in your answers, because it's the part employers can verify.
No instrument here predicts your future, and none of them replaces a conversation. We use several in combination, weight the ones with the strongest research base most heavily, and treat every result as a hypothesis to test against your actual history. You always get the interpretation from a person, never an automated report.
