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Our Approach

What SignatureIQ will always be, and never be.

Every instrument is built on the same small set of commitments. They shape the questions, the scoring and every word of every report.

Principles

Insight, never a verdict

No report says hire or reject. The decision always belongs to the organisation.

Descriptive, not judgemental

Behaviour is described, never labelled good or bad. A signature is not a score.

Clear, not hedged

Readings are stated plainly as Strong or Moderate. Softened language only confuses the people who must act on it.

Consistent by design

Every report draws on a fixed, pre-written body of interpretation. The same responses always produce the same reading.

How the Instruments Are Built

Designed so that people answer the way they actually work.

Choices with a real cost

Respondents choose between reasonable options, each with a visible trade-off. There is no obviously virtuous answer to reach for.

Two ends, both legitimate

Dimensions describe a range between two natural ways of working, rather than a ladder from weak to strong.

Pre-written interpretation

Every sentence a reader sees was written and reviewed in advance. Nothing about a person is improvised at the moment of the report.

The organisation keeps the judgement

Instruments show signatures and distances. Deciding what matters for a role stays with the people who know the role.

Questions

Frequently asked.

No. It produces insight, not a pass or fail. Every report is designed to inform the people making a decision, never to make the decision for them.

No. Each dimension describes two natural ways of working, and both are strengths in the right setting. What matters is how a person's signature sits beside the work and the organisation around them.

Any assessment can be approached strategically, and no instrument removes that entirely. SignatureIQ reduces it by asking people to choose between options that each carry a real cost, so there is no obviously right answer to aim for.

The same responses always produce the same reading. Interpretation comes from a fixed, pre-written body of text rather than being generated afresh each time.

Reports are written for the people responsible for the decision: hiring managers for Work Behaviour and OBS candidates, and hiring managers, CEOs or boards for Leadership Behaviour.

Because fit only means something against a specific organisation. The baseline records how your organisation actually behaves, so that every candidate can be read against something real.