For in-house TA + RPO + agency recruiters
DISC in 5, Big Five in 15. Hiring manager reads the result before the panel interview — walks in with probes, not hunches. Free to try, $79/mo for TA teams, $199/mo with API for RPO and agencies.
JobCannon provides talent acquisition teams with a 56 assessment toolkit built for the pre-offer screening stage. Core tests used in TA workflows: DISC (5 min, workplace communication style), Big Five/OCEAN (15 min, trait profile — most research-validated personality model), EQ (10 min, emotional intelligence for leadership roles), RIASEC (Holland Codes for career-fit), Conflict Styles (Thomas-Kilmann for team-fit), and Values Assessment (culture-fit). Alternatives: TestGorilla ($83-650/mo), Criteria Corp ($400+/mo), SHL ($15-40/candidate), Predictive Index ($5-15k/year). Our TA pricing: Free (5 invites — try it), Team ($79/mo, 100 invites — most in-house TA teams), Business ($199/mo, 500 invites + ATS API + white-label — RPO and agencies), Enterprise (from $5k/yr — SSO, Workday/Greenhouse/Lever native integration, data residency). Typical workflow: recruiter screen → assessment link in thank-you email → hiring manager reads result before panel interview.
Each plays sits between steps you already run — no new workflow, just better signal.
Monthly cost for ~50 hires/month pipeline
Team ($79/mo, 100 invites) for in-house TA. Business ($199/mo, 500 invites + API + white-label) for RPO and agencies. Enterprise for 500+ hires/year with ATS integration.
Try it with a micro-team
For independent coaches and therapists
For startups, teams and HR
For agencies, L&D and scale-ups
For 200+ person companies
All plans currently activated manually via the contact form — we review each request within 24 hours and provision access the same day. Self-serve checkout coming once we've heard from the first wave of teams.
Tell us your ATS, monthly hiring volume, and which roles — we'll come back with a concrete rollout plan within 24 hours. Peter replies personally, not an SDR.
After the first recruiter phone screen, before the panel interview. Two reasons: (1) filtering before the phone call relies on résumé-bias, not candidate signal — bad UX and bad signal. (2) Sending after the panel is too late — you have already invested the interviewer hours. The sweet spot is: recruiter screen → assessment link in the thank-you email → panel gets results 24h before the interview. Candidates who complete are meaningfully engaged, and your interviewers walk in with actual trait data.
Partially. Values Assessment + Conflict Styles + Agreeableness (from Big Five) catches the trait cluster that correlates with the brilliant-jerk pattern: low Agreeableness + Competing conflict style + values that rank Achievement/Power above Benevolence/Conformity. This is signal, not verdict — plenty of brilliant-not-jerk people score the same. Use it to structure a specific interview probe ("tell me about the last time you disagreed with a colleague who was wrong"), not as a rejection filter.
Make it optional but anchor the anchor. "Most candidates find the 5-min DISC helps us prep better questions and them understand the role fit — it is optional." 80%+ of engaged candidates will do it. For the ones who refuse, do not penalize — interview them normally. If you are getting >20% refusal, your framing is wrong or you are sending too many at once. Never send >2 tests, ever.
DISC + Big Five for non-leadership IC roles (5 + 15 min, total 20 min candidate time). DISC + Big Five + EQ for manager/leadership roles (5 + 15 + 10 min, total 30 min). Skip MBTI unless you are hiring for a role where the candidate explicitly asked about it — it has weaker research validity than Big Five. Skip Enneagram for hiring entirely (too spiritual for most candidates to trust the context).
Workflow in 3 steps: (1) Add the assessment links to your recruiter email templates (ATS merge field: {{disc_link}}, {{big_five_link}}). (2) When the candidate completes, they can share the result PDF — recruiter attaches to the candidate record. (3) Hiring manager reads the results before the panel interview and gets a 2-min "probe list" (what to ask given the profile). The recruiter never reads or scores — they route the data. Business tier ($199/mo) adds API to pull into your ATS directly.
Yes, but design matters. For volume/frontline roles, use DISC only (5 min, 90%+ completion) and automate the send via ATS webhook. Do not send Big Five or multiple tests — the drop-off kills your pipeline. For professional hires (50-200 per year), DISC + Big Five after phone screen is the standard. Business tier ($199/mo, 500 invites + API) covers up to ~50-100 hires/month; Enterprise for higher volume with SSO and data residency.