Agents who sell, handlers who stay
DISC, EQ, Big Five, Conflict Styles. Same constructs as Caliper and Hogan, without the per-candidate fee. Free for everyone — paid only when you need the org dashboard.
JobCannon provides 57 validated assessments for insurance agencies hiring producers, claims handlers, CSRs, and producer-track trainees. The agency-relevant battery: DISC for producer vs claims-handler fit, EQ for customer-facing emotional intelligence, Conflict Styles for upset-policyholder handling, Big Five Conscientiousness for compliance-aware roles, Burnout Risk for claims-side retention prediction. Flat-per-organisation pricing: free Starter with 5 invites; Team at $79/mo for 100 magic-link invites and the org dashboard; Business at $199/mo adds white-label PDFs and a read-only API for Applied Epic, Vertafore AMS360, EZLynx, or any AMS. Compared to Caliper Profile ($250-$400 per candidate), Hogan ($150-$300 per candidate plus consultant debrief), or Vangent (enterprise-priced for large carriers), JobCannon is structurally cheaper because we monetise the consumer tier, not the employer. Typical use: 10-minute battery (DISC + EQ + Conflict Styles) sent before the producer interview or claims-handler tryout.
Starter (free, 5 invites) for first hires. Team ($79/mo, 100 invites) for a typical agency or branch. Business ($199/mo) when you need AMS API + branded producer reports.
Always free for micro-teams
For solo coaches and small HR
For startups, teams and HR
For agencies, L&D and scale-ups
For 200+ person companies
Self-serve checkout via Stripe — major cards, Apple Pay, Google Pay, Link. Cancel anytime; 14-day money-back on Starter, Team, and Scale. Enterprise via the contact form below.
Slot the battery between phone screen and full interview — 10 minutes that prevent 6 months of bad-hire training.
Click any test to take it yourself before sending it to candidates.
For an agency hiring 30 producers and 15 service staff per year
Tests work instantly — no form needed. For Applied Epic / Vertafore / EZLynx pulls, white-label PDFs, or a custom validation study for producer or claims roles:
Yes. Personality assessment is a hiring input, not a licensing requirement — state insurance regulators (NAIC, NY DFS, CA DOI, TX TDI) regulate licensing, training, and conduct, not the screening tools agencies use to choose candidates. Use the results alongside your standard interview, background check, and licensing path. We do not replace the FINRA or state-mandated pre-licensing process, and we do not sell training-CE hours.
Insurance roles split into two profiles that look identical on a resume but perform very differently: producer-track agents need high-I high-D (assertiveness, persuasion, comfort with prospecting rejection), while claims handlers and CSRs need high-S high-EQ (patience, stress tolerance, empathy when policyholders are upset). The single most expensive mis-hire pattern in agency staffing is putting a high-S into a producer role or a high-D into claims. A 10-minute DISC + EQ battery catches it before licensing cost.
Yes — and that is the most common use case from independent agencies, captive carriers expanding into new territories, and MGAs hiring producer trainees. Resume screening for "5 years insurance experience" is a small candidate pool; opening to new-to-industry candidates with the right personality profile typically triples it. DISC for behavioural fit + Big Five Conscientiousness + Values for retention prediction is the standard battery our agency users settle on.
Claims is the highest-burnout role in most agencies — adjusters and claims-side CSRs handle upset policyholders all day. Conflict Styles + EQ + Burnout Risk run at hire (and re-run at 6 and 12 months) flags candidates who handle stress and conflict in a way that protects retention. Several agency users report cutting first-year claims turnover by half after adopting this loop.
Read-only API on the $199/mo Business plan — pull candidate results into Applied Epic, Vertafore AMS360, EZLynx, or any AMS that accepts webhooks. For BambooHR, Workable, Greenhouse, and Lever, results land via standard ATS webhooks. We do not write to your AMS (intentionally — assessment data lives in HR, not the policyholder record).
Caliper Profile lists $250-$400 per candidate. Hogan runs $150-$300 per assessment and typically requires consultant-led debriefs. Vangent and Aon assessments are tailored to large carriers and priced accordingly. Our equivalents (DISC + Big Five + Conflict Styles + EQ) use the same underlying constructs at a flat-per-org price because we monetise individuals on the consumer tier. The trade-off: we do not provide industrial-organisational psychologist debriefs or custom validation studies. For most independent agencies and regional carriers, the free tests plus the $79/mo Team plan covers the actual workflow.