Send the Big Five (OCEAN) from Lever in 10 minutes
When the Lever adapter ships (target H2 2026), Big Five will reach Lever recruiters via Lever's webhook + Feedback Forms architecture rather than a dedicated Assessment Partner API. The integration listens for the candidateStageChange webhook on configured stages and triggers a Big Five invitation; on completion, JobCannon writes a structured feedback form to the candidate profile with the five dimension scores plus narrative summary. Lever's recruiters see the result inline with interview-team feedback rather than on a separate scorecard, which suits Lever's coordination-first workflow. Early-access customers can bridge today via the JobCannon REST API ($99/mo Business tier) — reference code on request.
Validity
Big Five conscientiousness has the strongest meta-analytic link to job performance of any single personality dimension — corrected ρ ≈ .31 across 117 studies (Barrick & Mount 1991, Personnel Psychology). The NEO-PI-R is the gold-standard instrument and forms the basis of JobCannon's 50-item adaptation, which returns five normalised dimension scores per candidate.
Send the Big Five (OCEAN) from Lever
From Lever admin to first scored candidate.
- 1
Add the JobCannon Lever integration
From Lever 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 Lever scorecard mapped to Big Five (OCEAN) dimensions
In your job template, create a scorecard section per Big Five (OCEAN) dimension. Each dimension maps 1:1 to a numeric attribute on the Lever scorecard — no provider-specific glue needed.
- 3
Trigger the Big Five (OCEAN) on the candidate's stage transition
Add "Send Big Five (OCEAN)" as an automatic action when candidates enter the assessment stage. The candidate receives a co-branded Lever email and completes the 10-minute form on mobile or desktop.
- 4
View the score envelope in the candidate profile
The full Big Five (OCEAN) score envelope (dimensions, bands, narrative summary) lands in the Lever candidate profile within 30 seconds of submission. Recruiters review without leaving Lever.
Sample score envelope
The exact JSON shape your Lever scorecard receives back. Every JobCannon assessment uses the same dimensions[].score envelope so ranking logic stays consistent across tests.
{
"test": "big-five",
"version": "v3.2",
"candidate_id": "lever_opp_2_b3f1a4",
"completed_at": "2026-05-16T10:34:21Z",
"duration_seconds": 612,
"dimensions": [
{
"code": "openness",
"label": "Openness to experience",
"score": 72,
"band": "high"
},
{
"code": "conscientiousness",
"label": "Conscientiousness",
"score": 81,
"band": "very-high"
},
{
"code": "extraversion",
"label": "Extraversion",
"score": 54,
"band": "mid"
},
{
"code": "agreeableness",
"label": "Agreeableness",
"score": 68,
"band": "high"
},
{
"code": "neuroticism",
"label": "Neuroticism (reversed)",
"score": 28,
"band": "low"
}
],
"narrative_summary": "High-conscientiousness profile with moderate extraversion. Profile fits independent execution roles with structured deliverables.",
"lever_feedback_form_id": "cf_big_five_v3"
}Other assessments for Lever hiring
Run a different cut on the same candidate by sending one of these from the same Lever pipeline.
DISC
behavioural style assessment
DISC measures observable behaviour patterns (dominance, influence, steadiness, conscientiousness) rather than performance predictors. Its meta-analytic correlation with job performance is modest (~.10-.15, lower than Big Five). Use it inside Lever for team-fit and communication-style mapping at the interview-feedback stage, not as a primary hiring filter.
Send from Lever →
EQ (Emotional Intelligence)
emotional intelligence assessment
Emotional intelligence shows incremental predictive validity over cognitive ability and Big Five for jobs with high emotional-labour demands — corrected ρ ≈ .24 for customer-facing and people-management roles (Joseph & Newman 2010, Journal of Applied Psychology, k=88). Less informative for back-office, technical, or independent-contributor roles.
Send from Lever →
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. 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 Lever →
Frequently asked
When does the Lever integration ship?+
Target H2 2026. Lever has no dedicated Assessment Partner API, so the architecture (webhooks + Feedback Forms) takes longer to build than Greenhouse, Ashby, or Workable adapters. Phase 1 roadmap shows Lever after the three Assessment-API-native integrations.
Can I send Big Five from Lever today?+
Not via a native integration. You can bridge today using JobCannon's REST API ($99/mo Business tier) by listening to your own Lever webhooks and POSTing assessment invitations to JobCannon manually. Reference code on request — typical bridge takes 4-8 engineering hours to ship in a customer's own infrastructure.
How does Big Five appear on the Lever candidate profile?+
Once the native adapter ships, the five Big Five dimension scores plus narrative summary land as a structured Lever Feedback Form on the candidate profile. Interviewers see the assessment evidence inline with their interview feedback in the same panel — Lever's coordination-first design treats the assessment as one feedback source among many.
Is Big Five EEOC-defensible for Lever hiring?+
Yes. Big Five does not produce protected-class disparate impact in published norms (Hough et al. 2001) and has the strongest peer-reviewed predictive-validity track record of any personality framework. Defensibility is highest when Big Five sits as one input among several, which is Lever's default coordination-first workflow.
How long does Big Five take?+
Median candidate completion is 10 minutes on JobCannon's 50-item form. When the Lever adapter ships, the candidate will receive a co-branded Lever email and complete on mobile or desktop; the score envelope lands as a Lever Feedback Form within 30 seconds of submission.
How do I express interest in early access?+
Email [email protected] with your Lever organisation slug. We will add you to the early-access list and notify when JobCannon is registered as a Lever app and beta credentials are available.
Be first on the Lever integration with the Big Five (OCEAN)
Email [email protected] with your Lever tenant ID. We'll notify you when the Lever adapter ships and beta credentials are available.
Prefer to try the Big Five (OCEAN) first? Take it on JobCannon to see exactly what your candidates will see — or read the assessment API docs for the full envelope spec (Big Five).