What can MindMatch tell you?

Measure individuals and organizations using the same 15 factors.

MindMatch organizes work values, behavioral tendencies and employees’ perceptions of organizational culture using common factors. It does not measure ability or academic aptitude.

01 Individual assessment: explore working preferences through 45 questions.

45 questions with five-point responses produce scores for 15 factors, summarized into four axes and 16 types. Estimated completion time is 15–20 minutes.

Action and execution

Achievement / autonomy / acceptance of direction and structure / execution speed and decisiveness

Motivation and values

Personal growth / recognition / purpose and contribution / expertise and inquiry / financial incentives

Relationships and collaboration

Cooperation and team contribution / leadership / organizational belonging

Environment and adaptability

Stability and predictability / change and uncertainty / work–life balance

The four axes are fast/cautious, intrinsic/extrinsic, individual/collaborative and lead/support. The 16 types summarize results for discussion; detailed analysis uses the 15 factor scores.

02 Organizational assessment: understand culture, structure and departments.

Employee responses are aggregated to describe organizational culture through 15 factors. Six organizational types, three structural types and eight department types form 144 combinations.

Organizational types are Innovator, High Performer, Hierarchy, Professional, Family and Agile. Structures are vertical, horizontal or hybrid.

03 Matching: examine similarities and differences from three perspectives.

When both assessments are completed, the overall score weights Fit at 40%, Risk at 30% and Contribution at 30%. Fit examines alignment in working preferences, Risk highlights gaps to explore, and Contribution considers potential to complement weaker organizational factors.

Overall scores and hiring recommendations are inputs to decisions alongside interviews and workplace observations. They should not be used alone to decide hiring outcomes or treated as certain predictions of turnover.

Use results in conversations before and after joining.

Use results to prepare interview questions about differences with the prospective team, explore departmental characteristics and coordination, or discuss working expectations in one-on-ones after joining.

Companies receive a dashboard at a dedicated URL covering factor analysis, organizational types, risks, improvement suggestions and matching. Individual type, axis and factor results can be shared with participants; matching scores and organizational fit are visible only to the company.