Skills are only part of the picture.
Assessment software for employers and governments. Epitome puts personality preferences, work values, interests and competency evidence into one profile per person, so you can hire, develop and keep people on evidence beyond the CV.
| Competency | Knowledge | Case study | Score | Target | Gap |
|---|---|---|---|---|---|
| Stakeholder engagement | 4.5 | 4.5 | 4.5 | 3.0 | +1.5 |
| Client communication | 4.0 | 4.0 | 4.0 | 3.0 | +1.0 |
| Delivery planning | 3.5 | 3.5 | 3.5 | 3.0 | +0.5 |
| Service escalation | 4.0 | 3.0 | 3.5 | 3.0 | +0.5 |
| Data interpretation | 2.5 | 2.5 | 2.5 | 3.0 | -0.5 |
| Coaching others | 3.0 | 2.0 | 2.5 | 3.0 | -0.5 |
Four layers, each used for different decisions.
Personality preferences
Team composition, manager briefings, interview preparationHow someone prefers to work: with people or on their own, with detail or with ideas, to a plan or as things unfold. The result is one of sixteen types and eight team roles.
Work values
Retention, engagement, culture fitSixteen workplace values, rated twice: once for the job someone would want and once for the job they have. Managers start retention conversations from the distance between the two.
Interests
Career pathways, learning recommendations, internal mobilitySix vocational interest areas, from realistic and investigative to enterprising and conventional. Their career persona is built from their top three.
Competencies
Shortlisting, role readiness, development plansA role-specific assessment combining knowledge questions with case studies. Each competency gets a knowledge score, a case-study score and a gap to the role target.
If someone gives every statement the same rating, or answers faster than anyone could read, the result carries a data-quality flag so whoever reads it knows to treat it with care.
Three hiring risks beyond the CV.
The hire who looked perfect on paper
Skilled, credentialled and gone within eighteen months, because the person didn't want to do what the role involved.
The strong performer who clashes with the team
Technically excellent, with values that pull against everyone else's. By the time anyone raises it in a performance review, the team has lost months.
The internal candidate nobody searched for
Someone with adjacent strengths who would thrive in a stretch role, invisible to a keyword filter. The role goes to an external hire.
You decide what counts for each role.
A fit score combines competency evidence, psychometric fit, team contribution and growth trajectory. You set the weights role by role, and anyone reviewing a shortlist can see exactly how each score was built.
Competency evidence comes from the role assessment. Psychometric fit compares personality preferences, values and interests with the role profile. Team contribution shows how a person fills the gaps in the team. Growth trajectory reflects their learning progress and goals.
What a skills platform covers, and what Epitome adds.
| Capability | Typical skills platform | Epitome |
|---|---|---|
| Skills and competency assessment | ||
| Personality preferences and team roles | ||
| Work values, ideal against current | ||
| Vocational interest profiling | ||
| Labour market and transition data | ||
| Fit weights set per role | ||
| Score breakdown for every person |
Hiring, redeployment and development, measured.
A global energy company profiled 5,700 candidates on skills, values and motivation together, and replaced a recruitment cycle of six to nine months with a two-week, documented decision process.
Read the story
During a major restructure, a regional aviation group matched 3,000 employees to new roles on skills, values and motivation, and kept the people and the knowledge it would otherwise have lost to severance.
Read the story
Across 145,000+ public officers in more than 120 agencies, learners followed pathways built from their own profiles and role targets. More than four in five finished what they started.
Read the storyClient names withheld at their request.
The profiling tools helped us make more confident hiring decisions. The onboarding insights alone saved us weeks of getting-to-know-you time.
See a fit score built from your own role.
Bring a job description. We'll show you the competency profile, the assessment and the talent matrix for that role.