Hire who actually follows process
DISC, Big Five Conscientiousness, Conflict Styles, EQ. Same constructs as Predictive Index and Caliper, without the $250-per-candidate price. Free for everyone — paid only if you need the org dashboard.
JobCannon provides 57 validated assessments for lending teams hiring loan officers, account managers, underwriters, servicers, and new-to-industry candidates. The lending-relevant battery: DISC for behavioural fit (origination vs underwriting), Big Five for Conscientiousness signal (compliance roles), Conflict Styles for borrower-escalation handling, EQ for customer-facing roles, Values for culture alignment. Pricing is flat per organisation: free Starter with 5 invites to try the dashboard; Team at $79/mo for 100 magic-link invites per month and the org dashboard; Business at $199/mo adds white-label PDFs and a read-only API for Encompass, Calyx, LendingPad, or any ATS. Compared to Predictive Index ($5K-$15K/yr platform), Caliper Profile ($250-$400 per candidate), or Hogan ($150-$300 per candidate), JobCannon is structurally cheaper because we monetise the consumer tier, not the employer. Typical use: 15-minute battery (DISC + Big Five C + Conflict Styles) sent before the second interview.
Starter (free, 5 invites) for the first few hires. Team ($79/mo, 100 invites) for a typical branch or origination team. Business ($199/mo) when you need ATS API + white-label 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.
Drop the battery into your existing hiring workflow — between phone screen and second interview.
Click any test to try it yourself before sending it to candidates.
For a mid-sized lender hiring 50 candidates per year
Tests work instantly — no form needed. For Encompass/Calyx/LendingPad pulls, white-label PDFs, or a custom validation study for a specific role:
Yes — when used correctly. Big Five and DISC are workplace-relevant personality measures, not protected-class proxies, and US case law (Griggs v. Duke Power, Albemarle v. Moody) is clear that personality tests are usable in hiring as long as they are job-relevant, applied consistently, and one factor among several. We are not a sole-criterion screening tool: use results alongside interviews, work samples, and reference checks. Document your reasoning. If you need formal validation evidence for a specific role, contact us — we can help build a job-analysis backed selection report.
Lending roles split cleanly along the DISC axes: a high-D high-I profile typically thrives in business development and origination; high-S high-C profiles dominate in underwriting, servicing, and compliance. Hiring a high-D into a compliance role or a high-C into an aggressive origination role is the single most predictable reason for first-year turnover in this industry. Five minutes of DISC at the interview stage flags this before you spend three months training someone who will quit.
That is exactly the use case we hear most from federal credit unions, small banks, and non-bank lenders. New-to-industry candidates do not have a track record to read — personality assessment gives you a signal on conscientiousness (Big Five C), stress tolerance (Big Five N inverted), and behavioural style (DISC) that resume screening cannot. Combine DISC + Big Five Conscientiousness + Conflict Styles for a 15-minute battery that surfaces the candidates worth interviewing.
Read-only API is included on the $199/mo Business plan — pull candidate results into Encompass, Calyx, LendingPad, or any ATS that accepts a webhook or polls JSON. We do not write back to your LOS (intentionally — keeps the audit trail clean). For Workable, Greenhouse, and Lever, results land as a candidate attachment via standard ATS webhooks.
GDPR compliant, SOC 2 in progress, infrastructure on Supabase (AWS us-east). Candidates can take tests anonymously; results are tied to an org only when they accept your magic-link invite. We do not sell or share individual data with third parties. For state lending regulators (CA DFPI, NY DFS, TX OCCC) the test results are not part of the regulated underwriting record — they sit in your HR system, not your loan file.
Predictive Index runs roughly $5K-$15K/yr platform license plus per-assessment costs and requires consultant certification. Caliper Profile lists $250-$400 per candidate. Our equivalents (DISC + Big Five + Conflict Styles) use the same underlying constructs — the cost difference is structural: we monetise individuals at the consumer tier, not employers. The trade-off: we do not provide consultant-led debriefs or custom validation studies. For most lending shops under 200 hires/year, the free assessments plus the $79/mo Team plan covers the actual workflow.