TIGER methodology

A CV is written by the person it describes. An interview changes with who's in the room. Neither gives you the same thing twice. We ask everyone the same questions, so you're comparing like with like.

We also ask about behaviour twice: how you work when nothing much is riding on it, and how you work when people are counting on you. The distance between the two is effort, and it often shows up later as tiredness or a good person quietly checking out. Kirnova DISC is built around this. TIGER Core carries a reading of it. TIGER Light doesn't cover it, so we don't claim it there.

Every reading comes with a range: lower, our estimate, higher. Never one number pretending to be exact. High isn't better and low isn't worse.

We look at how the questions were answered, not only what was answered. If the answers are careless or don't hold together, the range gets wider and the report says why. We never hide or throw away a result. You can sit it again after 30 days.

The same answers always give the same result. No model reads your answers or produces your reading. If you take it twice and something moves, we describe it in words, with no number attached.

There's no pass mark, no automatic rejection, and nothing behind a setting that could switch one on, by us or by anyone paying us. A person still makes the call, with more on the table than a CV and a feeling.

Character is read in the six-factor HEXACO tradition, which has decades of peer-reviewed research behind it. Working style is read in the DISC tradition, which is easy to use at work but has a thinner research base. Neither is ours. Our questions are original, and TIGER is a fixed, versioned way of reading them. We don't publish the weights, because they're the product.

We don't publish reliability, structure or fairness figures yet, and we make no claim about predicting anyone's future. We haven't run them at the sample sizes they need. Every sitting keeps its answers, so that work can run on real data, and we'll publish the results here.