Work-style assessment for hiring
See a candidate's work style before you hire them.
Each candidate completes a structured assessment built from real work situations. You get a comprehensive report on how they tend to work, to read alongside interviews and your own judgment.
The gap
A resume tells you what someone has done, not how they work.
An interview shows how a person handles an interview. How they actually work day to day, whether they keep their own structure, double-check the details, or stay steady when a deadline slips, is hard to read in a conversation and easy to get wrong.
A hire who looks right on paper but works differently in practice is slow and costly to unwind. Keelworth gives you a read on work style before the offer, so fewer surprises land after it.
Take a candidate named Priya. The resume was strong and the interview went easily, so the offer felt obvious. Three months in, the problem was not her ability. She does her best work with structure already around her, and this role left her to build her own, so small tasks kept slipping through the gaps and the bigger ones started late. A work-style read would have surfaced that before the offer, in time to build more structure into the role or to ask her in the interview how she keeps herself on track. The fit could have been worked out on purpose, rather than discovered a quarter into the job. A lower read on that trait is a different way of working, not a worse one.
What you get
A structured assessment, then a report you can act on.
A structured assessment
Your candidate completes the assessment online, in about fifteen minutes.
A comprehensive report
A detailed read on how they tend to work across all thirteen traits, written so a hiring manager can use it in minutes.
A read you can act on
Strengths and where to watch, plus how they handle real situations. Built to sit beside your interview, never to replace your judgment.
New in the full report
Interview questions, written for the person in front of you.
Every full report ends with a short set of interview questions built from how this candidate scored. They point you to the strengths worth confirming and the tendencies worth probing, each with a note on what to listen for in the answers. The questions make your own interview sharper, and the decision stays yours.
"Tell me about a week when the plan changed on Wednesday. What did you actually do?"
Listen for: whether they adapt quickly or hold the original course, and how they keep others in the loop.
"When you are confident in a decision and a teammate pushes back, what happens next?"
Listen for: how firmly they hold their view, and whether they leave room for the group.
How it works
Three steps, start to report.
You place an order
Add the people you want to assess, by name and email. Pick the free overview or the full report.
Each candidate takes the assessment
They get their own link by email and complete the assessment online.
You get the report
It is scored and emailed to you automatically once your candidate finishes. You can also read it in your dashboard.
What it measures
Thirteen work-style traits, grouped into five areas.
The Keelworth model reads work-style tendencies only, and it is built on the Five-Factor Model, the most established framework in personality science. It does not measure skill, intelligence, character, or mental health, and it does not predict job performance.
Following through on the work
- Getting work done on their own
- Keeping work organized
- Following through on commitments
- Care and double-checking
Working with people
- Outgoingness
- Reading how others feel
- Working alongside others
Steadiness under pressure
- Staying calm in the moment
- Bouncing back after a setback
Taking initiative
- Taking initiative and speaking up
Adapting to change
- Routine or variety
- Liking to learn
- Coming up with new ideas
Built carefully
A method you can stand behind.
The same answers always produce the same report
Scoring is fixed and deterministic, with no language model in the path. Every candidate is read by the same logic, the same way.
Quality checks on every response
Attention checks and consistency checks catch rushed or careless answers, and a reading is marked less certain when a person's answers disagree.
Built by practitioners
The Keelworth model was developed by practitioners with backgrounds in clinical psychotherapy and HR leadership.
An aid to your decision
The report supports your judgment. It is never the hiring decision, and it should not be the sole basis for one.
Ready to use
It is ready for the people you are hiring.
Keelworth is built and live. Add a candidate to an order, and they get their own link by email. As soon as they finish, the report is scored and sent straight to you. Want to see it first? Take it yourself, or read a full sample report.
Pricing
Simple pricing, no subscription.
A single-page summary of how each person tends to work.
The complete report, with a money-back guarantee on your first one.
Assess your whole shortlist in one order. Upgrade an overview to the full report later, with no retake.
See how your next hire tends to work.
Add a candidate and the report is scored and emailed to you automatically.
Money-back guarantee on your first report.