Goodfit

Personality tests that tell you what to ask in the interview

Candidates rate short statements about how they work, and most finish in 10 to 15 minutes. Goodfit scores each trait, shows it next to the range the job needs and writes six interview questions for that person. Your team makes the hiring call.

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Trusted by HR teams at 300+ companies

Interviews rarely show how someone works day to day

Ask about strengths and weaknesses, and most candidates give an answer they practiced.

Everyone says they are a team player

Answers about work style sound alike. They tell you little about how someone handles pressure, conflict or a dull task.

Personality reports are hard to use

A page of percentiles leaves a hiring manager asking what it means for this job.

Results never reach the interview

Even when a team runs a personality test, the interviewer often walks in with no plan to use it.

Choose from five well-known personality and work-style tests

These are tests most HR teams have heard of. Candidates open a link and see one statement at a time, rated from strongly disagree to strongly agree. There are no right or wrong answers and no timer. The camera records during the test, and the video is saved with the results.

  • Big Five: 50 statements on five traits, about 15 minutes
  • DISC and MBTI: 40 and 48 statements on work style and type
  • Work Values: 40 statements that rank eight values
  • Emotional Intelligence: 50 statements on five areas

Each trait gets a score out of 100 next to the range the job needs

Goodfit scores each trait from the candidate’s answers and gives it a label from very low to very high. The AI reads the job and sets a target range for each trait. Every applicant for that job is compared with the same ranges, and there is no single pass or fail score.

  • Each trait shows in range, above or below, with the gap in points
  • MBTI gives a four-letter type with strengths and areas to watch
  • Emotional Intelligence adds one overall score from its five areas
  • Your team decides what a gap means for the job

DISC shows each candidate’s main work style

DISC scores four styles: Dominance, Influence, Steadiness and Conscientiousness. Goodfit names the blend, such as DI, the Persuader. A short table says how that style tends to work, from pace and decisions to what they need from a manager.

  • One of 16 named style blends
  • A short summary of how the style fits the job
  • Scores for all four styles, each out of 100
  • The same layout for every candidate, so profiles are easy to compare

Six interview questions written for each candidate

Personality results help most in the interview. Goodfit writes six questions for each candidate from the job and their scores. Each one names the trait it checks and why it is worth asking. The questions are saved on the candidate’s page for whoever runs the interview.

  • Questions are written from the job and this candidate’s scores
  • Each question names the trait it checks
  • The questions appear on the candidate’s page and in the PDF
  • The report never says hire or do not hire

The report explains how a person works best and what might hold them back

Beyond the scores, the report covers how the candidate makes decisions, communicates and handles pressure. It lists what drives them and where they may struggle. It ends with tips for the person who will manage them.

  • How they work: decisions, communication, teamwork and leadership
  • Five things that drive them and four likely blind spots
  • The kind of team and setting where they do their best work
  • Five tips for their future manager

Goodfit flags answers that look rushed or careless

Some candidates click through without reading. Goodfit checks how fast each statement was answered and how much the answers vary. It also checks whether someone agreed with two statements that say opposite things. Each result is marked good, mixed or low quality.

  • Answers given in under two seconds count as rushed
  • Picking “Neutral” again and again is flagged
  • Agreeing with two opposite statements is flagged
  • Treat a low-quality flag as a reason to ask the candidate about it

Add two tests and get one written profile that uses both

Each test covers one framework. You can add several as steps in a hiring process, such as Big Five and then Work Values. When the AI writes a profile, it reads the candidate’s other test results too.

  • Place a test before or after the AI interview
  • Use Big Five for a broad view and Work Values for what drives someone
  • Add Emotional Intelligence for roles that deal with people all day
  • Pair it with a skill test to see what the person can do

Share the profile as a PDF or a private link

The PDF holds the trait scores, the written profile and the interview questions. A share link can be limited to your company domain. It can expire after 7, 30 or 90 days.

  • Hide personal details before you share
  • Turn off a link at any time
  • Viewers sign in before the link opens
  • Choose whether the interview questions go with it

Free to start

Try Goodfit on your next open role

Create a free account, add a job and send the AI interview to real applicants. You get a scorecard for each one with the recording behind every score.

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  • Set up in minutes

Add a personality test to a job

  1. 1

    Pick a test

    Choose one of the five, or add more than one as separate steps.

  2. 2

    Candidates take it

    They open a link and rate statements. Most finish in 10 to 15 minutes.

  3. 3

    Use it in the interview

    Read the fit table and the six suggested questions before you meet the candidate.

Loved by HR teams

Here is what HR teams say about Goodfit, and the results they saw.

“With Goodfit, candidates can complete their AI interviews directly through the platform. We can review their responses and personality before sharing profiles with the hiring manager.”

Sylvi Sasidharan

HR Business Partner, Somany Ceramics

3

hard-to-fill roles at remote plants, filled in January and February

Read the Somany Ceramics story
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Not used for AI training

Neither Goodfit nor our AI providers train models on your data.

The same rubric for everyone

Everyone is scored on the same rubric, and accent doesn’t count against anyone. Each score links to that moment in the recording.

No app to install

People join by phone or from a browser link. There is nothing to download.

Works with the tools you already use

All integrations
  • Slack
  • Microsoft Teams
  • Google Calendar
  • LinkedIn
  • ATS and HR systems connected during setup

FAQ

Questions teams ask about Psychometric Tests

Which framework should we use?
Big Five gives the widest view of how someone works, so start there. Add Work Values to see what drives someone. Use DISC for team fit and Emotional Intelligence for roles that deal with people all day. MBTI suits teams that already talk in four-letter types.
How long does each test take?
Most people finish in 10 to 15 minutes. DISC and Work Values have 40 statements, MBTI has 48, and Big Five and Emotional Intelligence have 50. There is no timer.
Does Goodfit say whether to hire someone?
No. The report shows trait scores, the target ranges for the job and suggested interview questions. It never gives a hire or no-hire verdict. Your team decides.
How is fit for the role worked out?
Goodfit reads the job and sets a target range from 0 to 100 for each trait. The ranges are set once, so every applicant is compared with the same ones. Each trait shows as in range, above or below, with the gap in points.
What if a candidate clicks through without reading?
Goodfit looks for answers given in under two seconds, picking “Neutral” again and again, and agreeing with two opposite statements. Each result is marked good, mixed or low quality.
Can candidates see their results?
No. Results go to your hiring team only. You decide what to share with a candidate.
Which languages can candidates use?
English and 11 other languages. Every candidate for a job answers the same statements.
Is there a cognitive ability test?
Yes. Cognitive ability tests are in the skill test library, because they have right and wrong answers. Add one next to a personality test in the same hiring process.
Can we combine more than one test?
Yes. Each test covers one framework, and you can add several as separate steps. When Goodfit writes a profile, it also reads the candidate’s other test results.
How are the interview questions written?
The AI reads the job, the trait scores and the gaps against the target ranges. It writes six questions, and each one names the trait it checks and why to ask it. They are saved on the candidate’s page for the interviewer.

Teams that use Psychometric Tests also use

Skill tests that show who can do the job, with a score for each skill

Learn more

AI interviews for every applicant

Learn more

Coding tests with hidden test cases and every run saved

Learn more

Run any of these as part of Psychometric Tests

Big Five personality test

Candidates rate 50 statements. You get a 0 to 100 score on each of the five traits, a written profile and interview questions.

Open

DISC personality test

Candidates rate 40 statements. You get a 0 to 100 score for each DISC style, a named blend and interview questions.

Open

Situational judgment test

Candidates read work scenarios and choose or record what they would do. Each answer option is weighted for your role.

Open

Cognitive ability test

A timed test of numerical, verbal, abstract and logical reasoning, with a separate score for each part.

Open
View all tests

Try Goodfit with your own team

Goodfit talks with applicants and employees by phone or in a browser. Try it on one of your open roles.

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