Send the DISC from Ashby in 5 minutes
Inside Ashby, DISC is the test recruiters use during the team-meet loop to make composition decisions explicit. Ashby's structured-interview-first culture pairs naturally with DISC because the four-letter profile gives the panel a shared vocabulary — instead of "I just got a good vibe," the team rubric reads "candidate is high-D and we need a balance to the high-S team." Five-minute completion makes it the lowest-friction option in the catalog; recruiters at Ashby customers running 4-5 round panels use it at the team-fit stage rather than burning early-stage attention on it. JobCannon returns the four DISC scores plus a two-letter primary profile and a 1-paragraph behavioural narrative.
Validity
DISC maps four observable behaviour styles (dominance, influence, steadiness, conscientiousness) onto the assertiveness × cooperativeness grid. Its meta-analytic correlation with job performance is modest (~.10-.15) — far below Big Five — so it works best inside Ashby as a team-fit and communication-style input, not a primary hiring filter.
Send the DISC from Ashby
From Ashby admin to first scored candidate.
- 1
Add the JobCannon Ashby integration
From Ashby admin settings, add JobCannon as an Assessment Partner. Paste your Basic Auth credentials (sandbox first, production after the first test cycle). One-time setup, takes 3 minutes.
- 2
Create a Ashby scorecard mapped to DISC dimensions
In your job template, create a scorecard section per DISC dimension. Each dimension maps 1:1 to a numeric attribute on the Ashby scorecard — no provider-specific glue needed.
- 3
Trigger the DISC on the candidate's stage transition
Add "Send DISC" as an automatic action when candidates enter the assessment stage. The candidate receives a co-branded Ashby email and completes the 5-minute form on mobile or desktop.
- 4
View the score envelope in the candidate profile
The full DISC score envelope (dimensions, bands, narrative summary) lands in the Ashby candidate profile within 30 seconds of submission. Recruiters review without leaving Ashby.
Sample score envelope
The exact JSON shape your Ashby scorecard receives back. Every JobCannon assessment uses the same dimensions[].score envelope so ranking logic stays consistent across tests.
{
"test": "disc",
"version": "v2.1",
"candidate_id": "ashby_app_2349817",
"completed_at": "2026-05-16T10:31:14Z",
"duration_seconds": 312,
"profile": "DI",
"profile_label": "Director-Influencer",
"dimensions": [
{
"code": "D",
"label": "Dominance",
"score": 78,
"primary": true
},
{
"code": "I",
"label": "Influence",
"score": 64,
"primary": true
},
{
"code": "S",
"label": "Steadiness",
"score": 32,
"primary": false
},
{
"code": "C",
"label": "Conscientiousness",
"score": 41,
"primary": false
}
],
"narrative_summary": "Outcome-driven communicator who challenges status quo and rallies others around results. Best paired with high-S collaborators on long-cycle execution."
}Other assessments for Ashby hiring
Run a different cut on the same candidate by sending one of these from the same Ashby pipeline.
Big Five (OCEAN)
personality test
Across 117 studies and 85 years of validation literature, Big Five conscientiousness predicts job performance at corrected ρ ≈ .31 (Barrick & Mount 1991, Personnel Psychology) — making it the strongest single personality dimension for hiring decisions. JobCannon's 50-item adaptation is built on the NEO-PI-R taxonomy and returns five normalised dimension scores per candidate.
Send from Ashby →
EQ (Emotional Intelligence)
emotional intelligence assessment
Emotional intelligence adds incremental predictive validity over cognitive ability and Big Five for emotional-labour roles — corrected ρ ≈ .24 across 88 studies for customer-facing and people-management positions (Joseph & Newman 2010, Journal of Applied Psychology). Less informative for back-office, technical, or solo-IC pipelines.
Send from Ashby →
Cognitive Ability (IQ)
cognitive ability test
General cognitive ability (g) is the strongest single predictor of job performance documented in I/O psychology — corrected ρ ≈ .51 in Schmidt & Hunter's 85-year meta-analysis (1998, Psychological Bulletin), with validity scaling up as role complexity rises (.23 low-complexity vs .58 high-complexity). Cognitive tests also carry the highest EEOC adverse-impact risk; pair with structured-interview evidence and document job-relatedness before the first hire decision uses the score.
Send from Ashby →
Frequently asked
When does the Ashby integration go live?+
The Ashby adapter is built and the partner directory request is submitted. Early-access customers receive sandbox credentials immediately; full directory listing typically follows within 2-4 weeks. DISC works identically against sandbox or production.
How does DISC integrate with Ashby's panel rubrics?+
Ashby admins map the four DISC dimensions plus the two-letter primary profile to scorecard rubric questions in the team-meet stage. The narrative summary lands as a comment block visible to all panelists before the round starts, so the interview steers communication-style discussion explicitly rather than implicitly.
Is DISC EEOC-defensible inside Ashby?+
DISC is defensible as a team-fit input rather than a primary hiring filter. The ~.15 predictive-validity ceiling is too low to anchor a hire-decline decision without other inputs. Document DISC usage as "team-composition consideration, not pass-fail screen" in your hiring policy before the first round uses it.
How does DISC compare to Big Five for Ashby teams?+
DISC and Big Five answer different questions. Big Five predicts job performance (conscientiousness × output ρ .31). DISC describes team-fit communication patterns. Ashby teams typically run Big Five for technical roles and DISC at the team-meet round across all role families.
How long does DISC take inside Ashby?+
Median candidate completion is 5 minutes on JobCannon's 24-item forced-choice form. Tied with conflict styles for the fastest assessment in the catalog — low candidate friction makes it acceptable late in the loop.
How is DISC priced for Ashby customers?+
Free for sandbox + first 5 invitations per month. From $99/mo on the Business tier — same flat pricing across all 22 hire-eligible tests including DISC.
Get Ashby sandbox credentials for DISC this week
Email [email protected] with your Ashby tenant ID. Early-access sandbox credentials provisioned within one business day; production rollout follows directory listing.
Prefer to try the DISC first? Take it on JobCannon to see exactly what your candidates will see — or read the assessment API docs for the full envelope spec (Disc).