Six frameworks
DISC, Big Five, Enneagram, 16 types, Strengths and Drivers.
Feedback
Six assessment frameworks. Built in, not bought separately.
Results sit on the employee record, so a development conversation uses the same data as the hiring decision did. No separate vendor, no separate login, no CSV in between.
Assessments
DISC, Big Five, Enneagram, 16 types, Strengths, Drivers
Each framework has its own survey, its own results view and an "About" page explaining what it does and does not tell you. They are administered from the same place as reviews, so an evaluation can combine a self-assessment, a manager review and a personality profile without three systems.
Team distribution
5Completed
- Dominance1
- Influence1
- Steadiness2
- Conscientiousness1
Employee results
GAGert AbildskovCo-founder, CEO · ManagementD
MAMichael AhlstrømCo-founder, CPO · Managementi
EAElse Juul AbildskovCo-founder, COO · ManagementC
TBTaylor BrooksHead of Support · SupportS
RWRachel WilkinsonHR Coordinator · PeopleS
GA
Gert AbildskovCo-founder, CEO · Management
D · Driver
Direct, results-driven and decisive
Style intensity
DominanceDirect, decisive90
InfluenceOutgoing, persuasive60
SteadinessPatient, consistent30
ConscientiousnessPrecise, analytical44
Natural style vs adapted style
D92 / 86
i58 / 64
S30 / 34
C46 / 50
Natural styleAdapted style
Strengths
- Takes initiative and drives decisions
- Comfortable making tough calls
- Stays calm and direct under pressure
Possible blind spots
- Can come across as blunt or impatient
- May overlook the feelings and input of others
- Risks moving before the details are clear
- DISC · Big Five · Enneagram · 16 types · Strengths · Drivers
- Each with its own survey, results view and explanation
- Results stored on the employee record, not in a vendor portal
- Comparison against the job profile the person holds
- Anonymity thresholds on pulse surveys that managers cannot bypass
Reviews
Evaluations built from templates you control
Review templates decide what is asked, of whom, and who sees the answer. An evaluation can run across the whole company or one department, and what comes out of it links to the job profile and the skill gaps that Learning then acts on.
- Templates per review type, editable without a consultant
- Evaluations by company, department or job family
- Self-assessment, manager review and peer input in one evaluation
- Outcomes linked to job profiles and identified skill gaps
- Pulse surveys with a response threshold before results appear
Active evaluations
3
H2 performance
Response rate
87%
+6 pts vs H1
Templates
11
in use
EvaluationStatusResponses
H2H2 performance #r7Running214 of 246
ON30-day onboarding #r8Running18 of 21
PUEngagement pulse #r9ScheduledFrom 1 Sep
EXExit interview #r4Always on6 this quarter
What is in it
Feedback, in full
Templates
Review templates you edit yourself, per type of conversation.
Evaluations
Company-wide, per department or per job family.
Pulse surveys
With an anonymity threshold managers cannot override.
Karma summaries
Draft summaries of an evaluation, for a person to check and approve.
Into learning
Identified gaps become an assignable learning path.
See it on your own data.
A 30-minute walkthrough with someone who knows the module — and your org structure, not a demo tenant.