Our Methodology
Scoring that stays interpretable from answer to action.
Kirnova combines behavioral responses, Big Five indicators, and context-aware scoring to create practical behavioral intelligence. The goal is not to replace judgment. It is to give judgment a cleaner signal.
Assessment Stack
How We Score And Use The Score
The Intelligence Layer
DISC behavioral signal
Natural and adaptive responses are scored across Dominance, Influence, Steadiness, and Conscientiousness to show how behavior shifts between baseline and demanding situations.
OCEAN trait indicators
Big Five indicators are scored from direct item evidence where available, with dedicated supplement items for traits that DISC does not cleanly capture.
TIGER performance composite
Behavioral and trait signals are translated into Trust, Influence, Grit, Execution, and Resilience using TIGER Score Guide v1.0 — an interpretation layer, not a replacement for DISC or OCEAN.
65–100
High
The trait is instinctive and consistent. Shows up without effort and is usually visible to others before you name it yourself.
40–64
Moderate
Contextual. The trait appears under the right conditions but is not your default mode. Situational and coachable.
10–39
Low
Underdeveloped or actively suppressed. Not a verdict — some roles don't require it. Where it matters, it's a development area to compensate for consciously.
Scores are directional signals. We use them to describe likely strengths, stretch zones, role fit, and coaching themes. We do not use them as deterministic predictions or as a substitute for human review.
Do's And Don'ts
Do
Use the assessment to create better conversations and better role context.
- Use scores as one structured input alongside interviews, work samples, references, and context.
- Compare results against role demands instead of treating every high score as universally better.
- Discuss scores with the person so interpretation includes lived experience and current constraints.
- Revisit results over time when role pressure, team design, or development focus changes.
Don't
Avoid turning a nuanced measurement tool into a simplistic gate.
- Do not use a single score as an automatic hiring, promotion, or rejection rule.
- Do not treat behavioral tendencies as fixed identity labels or clinical diagnoses.
- Do not compare candidates without considering the role, manager, culture, and team mix.
- Do not present derived or blended signals as if they were standalone validated instruments.
Our AI Intelligent Layer And Matching Engine
The engine translates assessment signal into role-fit guidance.
The AI layer is designed to make structured assessment data easier to use. It compares profile signals against role demands, explains likely fit and friction, and produces prompts that help humans ask better follow-up questions.
Role demand map
The matching engine starts by describing what the role actually needs: decision speed, collaboration load, pressure level, ambiguity, and quality bar.
Profile vector
Assessment outputs become structured signals across DISC, OCEAN indicators, and TIGER dimensions rather than a single opaque personality label.
Fit and friction analysis
The AI layer looks for alignment, stretch zones, and likely collaboration friction so the result can guide interviews and development plans.
Human-readable guidance
Outputs are translated into prompts, coaching notes, and role-fit explanations that remain reviewable by people.
The Intelligence Layer
Match Preview
Senior Operations Lead
82
Role fit
Suggested interview probe
"Tell me about a time you had to maintain execution quality while the team was under sustained ambiguity."
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