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Human Decision Intelligence
The part of TIGER that shapes five readings for the decision in front of you, and tells you what to ask, check and keep. You still decide.
The decisions it helps with
Hiring.
The same five readings for each person, ordered against the role when there's enough evidence, with the questions worth asking in the final round.Promotion.
It reads for the job they'd be moving into, not the one they're good at today.Placement.
Which work a student's traits support and their interests point to. What a student is drawn to never travels to the employer.Development and coaching.
Written so a manager who isn't a psychologist can hold the conversation, and so the person can read it about themselves.Demotion, discipline, firing.
TIGER may inform these too, with contextual evidence, a fair process, and a named human accountable for the decision and for making it lawfully.
TIGER informs. Humans decide. An organisation reads it, weighs everything else it knows, follows employment law, and decides.
What you get
A report shaped by the decision.
The buyer names the decision when a TIGER Core is ordered, so a hiring report and a promotion report read the same five readings for different purposes.Questions worth asking.
Ask this, and here's what the answer tells you. In the way people in India actually talk.Strengths, risks, and what to probe.
Including the conditions under which this person's work tends to go wrong.An order, with two controls.
Where two people's readings overlap they show as level. Where there isn't enough evidence, no order is drawn.A team view.
A team of two or more, each person beside the team's shape, two people side by side, and what adding a candidate would change. No team score, no average.A record.
Every sitting is kept. A later reading doesn't overwrite an earlier one, and changes are described in words.
Kirnova Ask, a question box over your own people, reads the same record. It's live for signed-in hirers.
An example
This one is invented. Everyone assumes she's next for promotion. A TIGER Core is ordered with the decision named as promotion, so it reads for the job she'd be moving into.
Her Execution is highest, which you knew. Her Influence is lower, with a wide range because two answers pulled against each other, and the report says so. It suggests you ask when she last had to get a senior colleague to change course. You may still promote her. Now you know what to support her on in month one.
What it doesn't do
- It never takes the decision. No pass mark, no automatic rejection, and no setting that could create one.
- It's one thing on the table, beside the interview, the references and the work samples.
- An organisation's access to a TIGER Core runs 90 days, then locks. More time can be asked for if the decision is still live.
- A TIGER Light result is never part of this. No employer sees it.
- Interests are never weighed when deciding about somebody.
- We hold no certificate or seal. TIGER hasn't yet been tested for unequal impact across language, schooling or region, and we say so.