Assess the professional impact profile of candidates and employees
Identify natural working style and growth potential – with a single assessment built on psychometrics, the Universal Competency Framework competency model and an emotional-intelligence component.
Four areas of professional competencies
12 competencies grouped into four areas – based on the Universal Competency Framework model with an emotional-intelligence component. We measure decisions, not declarations – every candidate and employee gets a score in each area, with no subjective assessor rating.
16 professional impact profiles
The test doesn’t judge – it doesn’t say who is “good” and who is “bad”. It defines an individual working style and shows the environment in which a candidate or employee will perform better, and the one in which they potentially will perform worse.
Three simple steps to a professional impact profile
Just a few minutes of setup gets you an in-depth report on the working style of your candidate or employee – and, with it, their potential to fit into a new team.
Assess the professional impact profileSend the link to candidates or employees
Candidates or employees complete the assessment online in ~60 minutes, from any device. The test is based on real workplace situations – it checks how they make decisions and how they judge other people’s decisions.
Candidates or employees take the test
The respondent goes through an interactive online assessment – not a questionnaire, but acting within realistic workplace scenarios. Every competency is checked multiple times, in different contexts.
Everyone receives a report
An in-depth report is received by candidates and employees as well as employers. The results are valuable and universal – they help understand the role and professional strengths of every person, regardless of their function.
Why not a classic Assessment Center?
All the value of an AC at a fraction of the cost and time – no logistics, no assessors, no waiting weeks for a report.
Classic Assessment Center
Staffly Impact Profile
Recommended
A clear report on fit for a team role
The assessment results in a clear format – with recommendations, benchmarks and ready-made interview questions.
Assess the professional impact profileWhat our clients say
„We assessed the whole team – every employee and manager. The profile map immediately revealed potential flashpoints for conflict, but also pairs of completely different people who would never have teamed up on their own – and today they deliver our best projects.”
„Three strong candidates reached the final for sales director. The IPA showed how each of them makes decisions under pressure and builds authority within a team – the choice stopped being a matter of gut feeling and became a data-driven decision.”
„The report proved just as valuable for specialists as for management. Everyone understood their role and professional strengths – regardless of the position they hold.”
Everyone’s data is secure
GDPR compliance
Full compliance with European personal data protection law.
TLS encryption
Data transmitted with full cryptographic encryption.
SSL certificate
A secure connection confirmed by an SSL certificate.
Frequently asked questions
It’s an online Assessment Center based on psychometrics. Instead of asking a candidate or employee “what are you like”, we show them real managerial situations and observe how they think and make decisions. The result is one of 16 working-style profiles plus an in-depth report.
Classic tests (Hogan, MBTI, DISC) measure personality and self-reports – “what you are like”. The IPA measures behaviour in real scenarios – “how you act when deciding under pressure”. They are complementary; many clients combine both tools.
12 competencies across 4 areas: Thinking, Collaborating, Influencing, Delivering. The methodology is based on the Universal Competency Framework with an emotional-intelligence component.
It’s an interactive online experience, not a questionnaire. The candidate takes on two roles: an observer (rating recorded interaction scenes) and a decision-maker (making their own decisions in realistic scenarios – emails, dialogues, messengers). A virtual assessor-guide accompanies them.
About 45–60 minutes. Asynchronous, online, and doable from any device with internet access.
A 27-page report per person: the identified style (1 of 16 profiles), detailed results for all 12 competencies, an interpretation, development recommendations and a summary for the recruiter/manager. One assessment produces two reports – a full diagnostic one for HR and a developmental one for the candidate/employee (candidates don’t see information about role fit).
It’s very hard. There are no right or wrong answers (each represents a different style), there’s no feedback during the test, and every competency is checked four times in different contexts. The situations are complex enough that trying to game the result reveals your style on its own.
Three contexts: the final stage of managerial hiring (when 3–5 strong candidates remain), talent management (workforce mapping, HiPo, talent review), and promotions and succession. It’s a tool for decisions worth hundreds of thousands, not the first filter in the funnel.
No – it complements them. We reserve classic ACs for top management and critical roles. The IPA does the same thing psychometrically, but for 30, 50 or 200 people at once – at a fraction of the cost and time.
Full GDPR compliance, TLS encryption, an SSL certificate, data stored in the EU. We have ready DPA documentation and a security questionnaire for enterprise.
Yes, we offer full ATS integration, so rollout is hassle-free.
No. The result is a map, not a ranking. Each of the 16 profiles has its own strengths and its own costs depending on the organizational context. You don’t get a number like “7.3” – you get a story about how that person operates.
Power hiring and talent development at your company with the latest science and technology
Make better decisions about promotions, succession and hiring for expert and leadership roles – based on objective psychometric data.
