Hire better and grow your teams with reliable behavioural profiles.

The Big Five, or OCEAN model, is the most scientifically validated personality model. It describes personality across five broad traits: Openness, Conscientiousness, Extraversion, Agreeableness and emotional stability (Neuroticism). Each trait is measured on a continuum, giving a nuanced profile useful for both hiring and employee development.

DISC is a behavioural model that classifies behaviour styles into four dimensions: Dominance, Influence, Steadiness and Conscientiousness (often mapped to red, yellow, green, blue). Rooted in the work of William Moulton Marston, it clarifies how a person acts and communicates. Easy to read, it's widely used in hiring, management and team cohesion.

Big Five measures deep personality with strong scientific validity: ideal for predicting job fit. DISC describes observable behavioural style, more intuitive to present and share across a team. The two are complementary: Big Five for predictive rigour, DISC for pedagogy and communication. Collaborator Profile offers both.

A 360° assessment (or 360° feedback) gathers input on an employee from their professional circle: manager, peers, direct reports, sometimes clients, usually anonymously. Cross-referenced with self-assessment, it paints a nuanced picture of skills and behaviours. It's a development and management tool rather than a sanction.

Used correctly, yes. Validated models like the Big Five show reliability measured by their validity and consistency (stability of results). A test should complement interviews and job simulations, never replace them, and stay tied to the real requirements of the role. The quality of the analysis and readout is decisive for reliable use.

Yes, under conditions. In France, article L1221-6 of the Labour Code requires that collected information have a direct and necessary link to the role or the assessment of professional aptitude. The candidate must be informed of the methods used in advance. A test cannot infer sensitive data or circumvent anti-discrimination rules; GDPR applies to the data collected.

Combine several sources: a validated behavioural test (Big Five, DISC) to make traits objective, behavioural questions and job simulations in interviews, and optionally 360° feedback for an existing employee. The goal is to tie each soft skill to the concrete requirements of the role, then present results in a structured, factual way.

It's an assessment platform (personality tests, DISC, 360°) that an HR firm, recruitment agency or coach delivers under their own brand: logo, colours and customized deliverables, with no mention of the vendor. It lets them offer professional tests and reports to their clients while building their own image, without developing their own technology.