A 38-competency view of behavioural potential and role fit.
Persona shows how someone is likely to approach work, what they have practised, where they have natural energy, and which behaviours matter most for a target role.
The model runs from 5 Edges to 10 Strands to 38 Competencies. Candidates rate everyday work behaviours for how often they do them (Experience) and how much energy they bring to them (Inspiration), then rank competing behaviours against each other. Adaptive tie-break rankings separate competencies the ratings leave level, and the platform interprets the result against the selected role benchmark.
How the 38 competencies are distributed across the 5 Edges.
5 Edges. 10 Strands. 38 competencies.
Persona measures every competency in the model. Edges give the big picture, Strands group related competencies, and each competency is scored for both Experience and Inspiration.
Thinking & Judgement
Rigour and imagination applied to understanding problems, generating ideas and making sound decisions.
How the methodology works
Persona starts broad, then becomes role-specific through benchmark interpretation. That gives the system full coverage of the person while keeping the decision lens tied to the work.
Broad behavioural coverage
- Every candidate receives coverage across all 38 competencies, rated for both Experience and Inspiration.
- The model is organised into 5 Edges and 10 Strands, so the report reads from the big picture down to specific behaviours.
Trade-off validation
- Ranking blocks ask candidates to put positive workplace behaviours in order, and adaptive blocks target competencies the ratings leave tied.
- This reduces the value of simply endorsing every desirable statement.
Adaptive role interpretation
- Role benchmarks identify 5-7 role-critical competencies and 8-10 supporting competencies.
- Reports can therefore focus on what the role actually requires, not only on the candidate's broad profile.
Why it creates stronger evidence
The important distinction is not only what the assessment is called. It is what kind of evidence it collects and how that evidence can be explained.
Competency-led, not label-led
- The output is a workplace competency profile, not a personality nickname.
- It connects behaviours to performance accelerators, constraints, benchmark fit and development focus.
Experience and energy are separated
- Reports can distinguish learned capability from natural strength or emerging potential.
- That distinction helps development conversations become more precise.
What Persona measures
Five Edges, each broken into Strands and then into competencies that describe how work is actually done.
Thinking & Judgement
Delivery & Accountability
People & Influence
Leading Others
Self-Management & Growth
See Persona in a real evidence walkthrough.
Tell us a little about what you're trying to solve and we'll come back with a walkthrough of the evidence model, the adaptive engines, and the reports it produces.
Demo walkthrough
See the candidate journey, assessment modules and reporting flow.
Pilot planning
Map the right assessments to roles, levels and decision points.