For People Ops, HRBPs, and People Partners
The assessment layer under your onboarding, 1:1s, and manager training
DISC in onboarding. Big Five in team retros. Conflict Styles for stuck managers. Free facilitator guides. Pairs with Lattice, 15Five, Culture Amp. From $79/mo.
In Brief
JobCannon is a 164 assessment toolkit designed for People Ops, HRBPs, and People Partners at 50-500 person organisations. Core use cases: new-hire onboarding (DISC in week one, shared with manager), 1:1 enablement (Big Five + Conflict Styles as conversation starters), manager training (Leadership Style + EQ + Conflict Styles for new-manager cohorts), team-development workshops (DISC + Big Five facilitated sessions), and culture-fit retrospectives. Complements Lattice/15Five (workflow) and Culture Amp (engagement survey) by adding the trait-driven self-awareness layer. Pricing: Free (10 candidate invites — piloting), Team ($79/mo, 80 candidates a month + Team DNA dashboard + manager briefings), Scale ($199/mo, 200 candidates a month + API + white-label + custom assessment builder), Enterprise (from $15k/yr, SLA + dedicated CSM + integrations built against your tenant). Two things a People Ops evaluation often scores that we do not have: SAML/Okta/Entra sign-in — it is Google on every tier — and a pre-built Workday or BambooHR connector; HRIS integration goes through the REST API, and the connectors that ship are Greenhouse and Ashby. Free facilitator guides included on every tier: team-DISC workshop script, Big-Five-for-retrospectives template, Conflict-Styles session for stuck teams, 1-on-1-prep worksheet for managers.
Five People Ops programs this unlocks
Each is already running at 50-200 person orgs. Steal the playbook.
People Ops test kit, by program
What People Ops teams pay for this today
Monthly cost for a 150-person org
Included with the Team plan
People Ops pricing
Team ($79/mo, 80 candidates a month) for a 50-100 person org. Scale ($199/mo, 200 candidates + API) for 100-300. Enterprise (from $15k/yr) for larger volumes and a contract. The allowance counts people, not assessments — one candidate covers however many you send them. Sign-in is Google on every tier; there is no SAML, Okta or Entra option.
Free
For micro-teams trying the platform
- ▸10 candidate invites/month (resets the 1st of each month)
- ▸All 164+ assessments
- ▸Premium result for every candidate you invite
- ▸Every candidate profile fully open — nothing blurred
- ▸Share link via email or Slack
- ▸Free trial of the coordinator dashboard
Starter
For solo coaches and small HR
- ▸30 candidates/mo included; extra candidates are $2 each
- ▸All 164+ assessments
- ▸Premium report (archetype + blind spots + work-style brief)
- ▸Coach notes per candidate
- ▸PDF export (client-ready)
- ▸Session prep recommendations
- ▸Candidate progress tracking
Team
For startups, teams and HR
- ▸80 candidates/mo included; extra candidates are $2 each
- ▸Everything in Starter
- ▸Team DNA dashboard
- ▸Compatibility matrix
- ▸Conflict-pattern detection
- ▸Compare 2-3 team members
- ▸Manager prep briefings
- ▸Shared admin access (2 seats)
Scale
For agencies, L&D and scale-ups
- ▸200 candidates/mo included; extra candidates are $2 each
- ▸Everything in Team
- ▸Integrity + social-desirability scales (fake-good detection)
- ▸White-label PDFs (your logo)
- ▸Full assessment API (start, score, retrieve results)
- ▸Custom assessment builder (beta)
- ▸Admin seats not billed per seat
- ▸Priority email support
Growth
For high-volume screening without a contract
- ▸1,000 candidates/mo included; extra candidates are $2 each
- ▸Everything in Scale
- ▸Invoice / PO billing, not just card
- ▸Named support contact with a response-time target
- ▸Annual billing option
Enterprise
For 200+ person companies
- ▸Candidate volume set in your contract, all assessments
- ▸Everything in Scale
- ▸SLA (99.9% uptime)
- ▸Dedicated Customer Success
- ▸Custom integrations built against your tenant (Greenhouse and Ashby ship today)
- ▸Annual billing, invoice payments
Self-serve checkout via Stripe — major cards, Apple Pay, Google Pay, Link. Cancel anytime; 14-day money-back on every paid plan. Enterprise via the contact form below.
Talk to us about a People Ops rollout
Tell us org size, current stack (Lattice? 15Five? Culture Amp?), and which program you want to start with (onboarding? manager training?). We'll come back with a 90-day rollout plan within 24 hours.
One program: "DISC in week one" for all new hires. Add it to the onboarding checklist. Every new joiner takes the 5-minute test on day 2, shares the result with their manager, and they discuss in the first 1:1. That single ritual changes the onboarding experience more than a one-off workshop does. Once that is humming (usually 4-6 weeks), add Big Five + Conflict Styles for team-development workshops, then the full team DNA dashboard for retrospective conversations.
We complement, we do not replace. Lattice/15Five are workflow tools — goal-setting, 1:1 notes, performance reviews. Culture Amp is survey-driven engagement. JobCannon is trait-driven self-awareness. They pair well: Culture Amp tells you employees feel "unheard"; JobCannon gives the manager the DISC profile of each report so they know how to actually hear them. On the Scale tier the Assessment API lets you run the assessments inside your own flow and store the scored results (result_id + per-dimension scores) against your people records.
Three principles that matter. (1) Embed in an existing ritual, do not add a new one — onboarding checklist, new-manager training, team offsite. (2) Make results shared, not private (asymmetric visibility kills adoption). (3) Start with one high-frequency use case (we recommend onboarding DISC) and prove it for 8 weeks before rolling out wider. If nobody is requesting retests after 8 weeks, the program is not landing — fix framing before adding tests.
Yes — this is one of the highest-ROI use cases. New-manager cohorts take Big Five + EQ + Leadership Style + Conflict Styles. Results feed into the training curriculum: week-2 workshop on "leveraging your Openness + Conscientiousness pairing", week-4 session on "coaching reports with different DISC profiles". Pair with a trainer (First Round, Manager Tools, Lattice's manager training content) — we are the data layer, not the curriculum.
Free facilitator guides included: a team-DISC workshop script (90 minutes, tested at 200+ orgs), a Big-Five-for-retrospectives template, a Conflict-Styles session for stuck teams, and a 1-on-1-prep worksheet for managers. These sit in the Resources section of your admin dashboard. You can also white-label them on Scale tier and above.
Our default stance: the employee owns their results. They can take tests anonymously; if they create an account, results are in their profile, not the company's. This is GDPR Article 9 (special category data) friendly. For the Team DNA dashboard, we aggregate only — no individual results are visible to managers without explicit employee consent. Enterprise tier includes a data-processing agreement (DPA). Data is resident in the EU on every tier — not something to request, and not something to change: there is no US or APAC option.