HyperPersonal transforms deep personality data into practical insight for hiring, employee development and team collaboration. Built on the IPIP-300 framework: 5 personality domains, 30 detailed facets, 300 behavioural indicators.
CVs show experience. Interviews show performance in a controlled conversation. Short personality tests compress people into simplistic categories. None of them explain how someone communicates, handles pressure, makes decisions or responds to a particular working environment.
Individuals build a detailed personality profile across five domains and thirty facets. HyperPersonal translates it into context-specific guidance for candidates, employees, managers and teams.
Build a deep profile. Convert results into context. Apply the insight — in structured interviews, in onboarding, in day-to-day management.
Is this junior hire coachable? Should I let them go? Who should mentor them? Answers are read from that person’s measured traits and the HR incidents on their record, and end in a specific action — a conversation to have, a test to run, an expectation to put in writing. Every answer cites its sources and separates what was measured from what a colleague logged from what is being inferred. The decision stays with the manager.
Personality data is deeply personal. HyperPersonal is designed around permissioned access: people see their own profile, understand what is shared, and can revoke organisational access.
HyperPersonal does not tell an employer that a person is objectively good or bad. It does not replace interviews, references or professional judgment. The final decision always remains with the employer.
We work with selected organisations to test HyperPersonal in hiring, employee development and team collaboration. USD 10 per employee seat during the pilot period.
Operated by Alano Tech Pte. Ltd., Singapore.
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