Are you ready to change your life?
Sixty questions. Twelve minutes. No right answers.
CareerDNA works out how you naturally create value at work, and the conditions you need to keep doing it. Then it tells you which roles fit that pattern, which organisations suit it, and what would have to change for you to move up.
It is not a personality test. It makes no clinical claim, produces no diagnosis, and never asks about your health, background or beliefs.
Before you start
- We record your answers and the scores calculated from them, so your result can be rebuilt when you come back.
- Your email is only asked for at the end, when you choose to open your result.
- If an employer invited you, they see your individual result only if you separately agree to share it. Declining tells them nothing.
- We use anonymised results to improve the assessment. Those cannot be traced back to you.
- You can ask us to delete everything at any time, and it goes.
Free. No account needed to begin.
Eight ways people add value. Ten conditions that decide whether they can.
Strategist
Adds value by working out what matters most and what should be ignored, several moves before anyone else needs the answer.
Driver
Adds value by converting intent into motion — taking the decision that is stuck and making it real.
Innovator
Adds value by generating options nobody had on the list, and by refusing to accept that the current shape of things is the only shape.
Analyst
Adds value by finding out whether something is actually true before the organisation spends money on believing it.
Organiser
Adds value by turning intention into a system that keeps working after the enthusiasm has worn off.
Specialist
Adds value through depth — being the person whose judgement in one domain is worth more than five opinions.
Connector
Adds value by moving information, trust and momentum across the boundaries that formal structure creates.
Developer
Adds value by raising the capability of other people, so the team’s ceiling rises rather than the individual’s output.
Most organisations already have a personality test. Very few can answer these.
Who is ready for leadership
Readiness scored from contribution pattern and decision-ownership preference, not from tenure.
Who will thrive in a role that keeps changing
Variety, pace and risk scores predict fit before the reorganisation, not after it.
Which people complement each other
Team coverage across all eight contributions, with gaps and over-concentrations named.
Where the contribution gaps are
A heatmap of what your team has too much of, and what nobody is doing.
What keeps this person here
Purpose, recognition and autonomy scores against what the role actually offers.
Who could do the job above them
A ranked succession list with the reasoning attached to each name.