Behavior profile + Big Five
Psychometric foundation with practical reading for HR and leaders — no guesswork mixed in.
The problem
Without evaluation criteria, screening becomes opinion. And bad hires cost time, money, and trust.
Listed experience doesn't reveal how someone reacts to pressure, communicates, or handles conflict.
Decisions based on personal impressions perpetuate patterns and reduce the chance of finding the best fit.
Unstructured interviews pile up. The team spends energy on candidates who wouldn't pass objective assessment.
Hiring without assessing profile and cultural fit leads to early exits, rework, and team impact.
Dokimy supports decision-makers. It doesn't replace human judgment — every reading considers role and context.
Modules
Create role-based assessments, generate PDF reports, and track indicators by role, team, and period.
Psychometric foundation with practical reading for HR and leaders — no guesswork mixed in.
Scenarios that surface judgment, communication, and ethics under pressure.
Executive summary, risk flags, and development paths managers can actually use.
Dokimy ecosystem
From high-volume dispatch to executive reports, with credit governance, tokenized links, and modules built for consultancies.
Organize client companies, profiles, and analytics per brand/account.
Structured company/client context to enrich AI interpretation.
Tokenized links, expiry, session control, and misuse prevention.
Executive narrative, risk flags, and actionable recommendations.
Period metrics, activity log, and governance trail.
Dimensional coverage to reduce decisions based on a single impression.
Dokimy exists to support better human decisions, not to put labels on people. Traits help calibrate probabilities, and solid measurement still anchors everything downstream.
Science applied to HR: careful interpretation, process transparency, and humility about what a score can and cannot say.
Operations and evidence
Metrics, reports, and sharing with guardrails so assessments stay governable.
Sent, completed, credits, and recent activity in one place for data-led ops.
Executive narrative and recommendations ready for leadership or client conversations.
Expiring links and email-controlled resends so candidates see only what they should.
References that shape how we build assessments
Data triangulation through distinct frameworks to build a robust candidate view, resistant to bias and manipulation.
High-tension scenarios grounded in 'Crucial Conversations'. They measure collaboration, negotiation, and emotional stability in real process failures.
The classic psychometric foundation. Behavioral profile extraction tracking universal traits consolidated by the Five-Factor Model.
Semantic and syntactic evaluation via language models to extract reasoning patterns from unstructured, open-ended problems.
Eliminates social acceptance bias. Ipsative structures force choices between equally weighted virtues, isolating true motivational anchors.
In practice
No slide deck jargon: it's about clearer decisions, real scale, and conversations that actually move forward.
When the role matters, gut feel alone isn't enough. Dokimy organizes behavioral signals so your team can compare criteria calmly and explain the reasoning behind a decision.
Many reqs, many sites, or consulting across clients: the hard part is keeping one bar. The platform is built for that volume without hand-crafting every hire.
The narrative helps leaders prepare feedback, agree on next steps, and support development with more structure, instead of a PDF that dies in the inbox.
Expected impact
Estimated ranges based on operational scenarios. Results vary by volume and context.