Want to know what makes me tick?

My secret is AI, neuroscience, and you...

It's no longer a secret...

DiSC, BIG-5, Myers-Briggs, and similar tests are now 40 to 80 years old and were never based on science. The BIG-5 scores for neuroticism--hardly PC--and even Myers-Briggs does not recommend the MBTI for recruiting. Kolbe, Predictive Index, Culture Index, etc. are ten to twenty years old but somewhat more up to date. However, they can be complex and costly and not nearly as accurate as the Triune Brain Profiling System™ I use, created by RemotelyMe. Also, other use text or words that only activate two brain areas. My visual storytelling approach activates seven brain areas responsible for 90 percent of decision-making. RemotelyMe's patent pending system is the only one based on neurotransmitter and brain chemical balances, and is therefore the most accurate. It's backed by a decade of research completed by several PhD neuroscientists, including Dr. German Fresco, the author of TRAIN YOUR BRAIN FOR SUCCESS. Test validity and efficacy has been documented and field proven across thousands of individuals and almost a decade of use in professional environments for leading firms such as Cisco, HP, Oracle, SAP, and Visa. The neuroscientific studies and validation are documented in the award-winning books THE 7 SECRETS OF NEURON LEADERSHIP and START WITH WHO by a New York Times bestselling author who also has a Harvard University neuroscience certification and two leadership coaching certifications. RemotelyMe's patent-pending system is the only one that can determine brain oxytocin levels--the most accurate indicator for Trust Factors--to ensure you place the right people in the right seats. I also uniquely use AI and neuroscience to determine prospect profiles and create personalized Communications Playbooks to help you close candidates before you lose them to competitors. Want more detailed information? Enter your email below.

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Validated by leading experts

The neuroscience, profiling frameworks, and NLP I use has been validated by neuroscientists and HR executives, and documented in a book by a New York Times bestselling author with a Harvard University Neuroscience Certification. The current and former Visionaries (CEOs) of EOS Worldwide wrote the Foreword, and Ken Blanchard, co-author of The New One Minute Manager® says, “W. Craig Reed’s new book, Start With Who, shows business, marketing, and sales professionals how to persuade any client with just twelve bullets and a story. He also discusses the fascinating neuroscience that explains why storytelling is so powerful. Enjoy and use this thought-provoking book!” Visit wcraigreed.com for more info on the book.

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I'm not just hard working, I'm also affordable...

The Right People: You can spend for more for assessment, ATS and engagement platforms, but why when I can do it all for far less cost? The Right Seats: Remember, one bad apple can cost you $240K and maybe your business. Why risk it when I'm 1/10th the cost of most employees? The Right Way: If you're motivated to make changes, why risk wrong choices? Why not start out right and make the best decisions from now on?

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Soft Skills, Trust Factors, and Red Flag Scoring Details

Most other systems use "one size fits all" scoring. C-QUIZ matches optimal requirements for each position against neuroscience-based profiles to determine optimal scores. Please see below for more details.

Total Score

This is the sum of all the other scores including Trust Factors, Soft Skills, Core Values, and Job Experience based on LinkedIn or resume data analysis. For EOS companies, this can also include specific EOS scores, such a GWC.

Trust Factors

Studies show that High Trust organizations have 106% more energy, 76% more productivity, and 74% more engagement. Gallup says higher engagement drives 20% more revenue. The neuroscience-based CareerQuotient™ (CQ) Assessment offers the only patent-pending way to measure likely brain oxytocin levels--the best indicator of someone's ability to trust and be trusted. A low score, below 60%, may be a "yellow or red flag" worthy of additional investigation.

Soft Skills Score

LinkedIn, SHRM, and other studies show that when new hires fail, it's 10X more related to a lack of the right soft skills than hard skills. The C-QUIZ platform uniquely uses a browser app to extract and analyze LinkedIn data, as well as the proven CQ visual assessment test, to determine Soft Skill scores based on behavioral and brain science. Unlike other solutions, C-QUIZ automatically matches these against optimal soft skills for each type of position. Also, optionally, against measured soft skills for a company's top performers.

Extroversion

The CQ Assessment uniquely scores likely brain dopamine and acetylcholine balances to determine Extroversion and Introversion levels. This score determines how a candidate measures against the score you selected as optimal for this position. Introverts may be best for positions that require a high degree of focus and concentration for long periods. Conversely, extroverts may be better suited for high interactivity and collaboration positions.

EOS Scores

If you are an EOS Company, you know the value of employee alignment to Core Values and whether they get it (Innovation), want it (Inclination), and have the capacity to do it (Intelligence). The EOS Values score measures Core Values alignment, and the EOS Total score includes this and other factors.

Communications

Communications soft skills are related to the balance between norepinephrine, serotonin, and dopamine levels. Most firms list "strong communication skills" as a requisite, however, some candidates may have stronger soft skills in other areas. For example, most executives are not verbose and prefer synopses and bullet points, so may score in the middle. Technical individuals prefer numbers and can talk at length about complex topics, so they may have lower scores. Sales, marketing, customer service and similar roles may require higher scores. Communications can also be related to confidence, persuasion, collaboration, and similar soft skills. Extroverts may score higher for verbal communications, while introverts may score higher for written communications.

Optimism

Optimism is typically related to high serotonin levels. This soft skill is related to emotional intelligence, empathy, compassion, and persuasion. High optimism scores may not be suitable for all positions. For creative, production, QA, security, etc., more realistic is best. For marketing, sales, customer service, etc., more optimism is optimal. For technical, financial, operations roles, in the middle may be best.

Interactivity

This measures interactivity with others and is related to dopamine and acetylcholine levels, as well as norepinephrine. Extroverts may score higher. If in operations, finance, production, etc., more reserved may be best. If in sales, marketing, customer service, engineering, etc., in the middle may be optimal. If in PR, communications, etc., more expressive may be best.

Temperament

Temperament is determined by the balance between serotonin and norepinephrine levels. It is also related to perseverance, discipline, teamwork, empathy, compassion, and responsibility. Temperament helps to measure someone's personal attitudes and frame of mine. To ensure diversity of thought, employee balance is recommended. Sensing types with high serotonin will be more helpful, empathetic, and conflict-avoidant. Judging types have medium serotonin and are usually more structured, driven, and moderate. Perceiving types have low serotonin and are often more commanding, reactionary, opinionated, cautious, and creative.

Analysis

Analysis is often referred to as problem-solving, ideation, rational thinking, and logical. While we may want everyone in an organization to have high analytical and problem-solving skills, this may not be optimal for all positions. If in engineering, production, product management, governance, finance, etc., more thinking/rational/analytical may be desired. If in support, marketing, customer service, inside sales, etc. more feeling and moderately analytical may be optimal. If in field sales, leadership roles, operations, etc., more instinctual with lower norepinephrine levels is often preferred.

Adaptability

Adaptability is related to serotonin and norepinephrine balances. It can be linked to teamwork, emotional intelligence, responsibility, and stress management. If in engineering, operations, finance, etc., more task orientation with lower scores may be best. If in support, HR, customer service, etc., more relationship orientation with high scores may be optimal. If in sales, leadership roles, marketing, etc., moderate levels and medium scores may be ideal.

Leadership Situation

This measures someone's self-expressed situation related to leadership maturity and preferences. Aligned with the Ken Blanchard SLII leadership framework, the four selections relate to D1 through D4. This measures someone's match against the situation selected for the position: D1 = Beginner, where a Directing leadership style is best. D2 = Learner where a Coaching style is preferred. D3 = Capable where a Supporting style is optimal. D4 = Self-Reliant where a Delegating approach works best.

Primary Attributes

Neuroscience validates there are nine distinct profile types that exhibit certain attributes. For sales and executive leadership roles, Ambitious, Challenger, Perfectionist, Adventurous, and Diplomatic are ideal. For customer service, HR, admin, and similar roles, Helpful, Adventurous, and Diplomatic are best. For IT, engineering, tech support, security, and technical roles, Thinker, Cautionary, and Adventurous are ideal. For QA, Cautionary and Perfectionist work well. For marketing, Creative, Helpful, and Ambitious are perfect fits. For production, Cautionary, Perfectionist, and Helpful will work well. For finance, Thinker, Cautionary, and Perfectionist are best.

Stamina & Stress

When candidates complete the CareerQuotient (CQ) test, the system uses neuroscience to provide indications of stamina and stress levels, which can impact employee norepinephrine and cortisol levels. These can impact stress, productivity, and oxytocin (trust) levels. Low scores may indicate "yellow flags" for further exploration.

Turn candidates into advocates

The Right People: You can spend far more for assessments that turn off candidates as they're boring and take too long. The Right Seats: If you don't share test results, candidates won't feel included. If you do, and they're wrong, it could hurt your brand. The Right Way: Affordable, accurate, and fast. Offer value with insightful, personalized results, and nurture candidates to lower recruiting costs and time.

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