All Starts With People
Values autonomy
Aspires to leadership positions within the team
More results-oriented than process-oriented
Overly sensitive to criticism
High creative potential
In conflict situations, opts for a confrontational strategy
High social responsibility
Thinks strategically
Why Should You Try?
See the real person behind the resume
We offer a solution that enables you to understand a candidate's personality, which is always more important than a set of skills and points on a CV.
Don't miss a talented professional
Enhance your EVP and offer the candidate terms that align with their values, making them an offer they can't refuse.
Build resilient teams
Receive forecasts of each team member's behavior and acquire the tools to manage them effectively.
Reduce the time it takes to hire suitable candidates for your positions
Our solution enables you to cut down the hiring time for the right employee by more than half, thanks to rapid screening and matching between the suitable candidate and the required position.
How It Works
Skillsy will handle everything for you in 4 easy steps
Step 1
Skillsy offers your candidates our judgment questionnaire before the initial interview.
Step 2
The applied candidate takes an interactive test-questionnaire consisting of a set of statements and Situational Judgment Tests (SJTs) with proposed behavior scenarios.
As a user navigates the test, they are required to choose the scenario that best reflects their behavior.
By selecting their behavior model, individuals are unable to provide a socially desirable response, significantly enhancing the credibility of the assessment.
Step 3
Skillsy’s AI interprets the data and provides the recruiter/manager with a complete snapshot of the candidate/team member's personality and prediction of job-related behavior.
Step 4
Skillsy AI-assistant offers recruiter/manager recommendations for communicating and interviewing with a specific candidate.
What Will You Get?
Comprehensive individual report for each candidate, including tips and recommendations for the hiring manager.
Skillsy in figures
>2000
Users have completed the Skillsy Assessment
In 5 times less time
The hiring manager spends on finding the right candidate
>2 annual salaries per employee
The company saves on reducing turnover
Our researches & scientific background
Our more than 15 years of research in neuroscience and behavioral psychology have laid the groundwork for the development of a reliable psychometric tool capable of assessing personal potential applicable to various spheres of modern human activity.
In our practice, which consisted both of clinical research on people with minimal mental disturbances and observational studies of healthy adults in the corporate sector, we have observed a clear link between behavior and decision-making processes with the values and leading motives relevant to each individual at the given time.
We saw that value models change as people mature and develop, and these changes follow certain patterns. Consequently, we identified a clear need for a method of predicting human behavior based on changing values.
This approach is scientifically proven and substantiated, and many truly outstanding contemporary scientists have worked on them, such as Clare W. Graves, Don Beck, Christopher Cowan, Mihaly Csikszentmihalyi, Susanne Cook-Greuter, Jane Loevinger, Robert Kegan, and others.
The outcome of our research led to the development of our proprietary psychometric tool.
The predictive value of an employee's value profile
The aim of the research was to evaluate the effectiveness of the Skillsy evaluation methodology in comparison with established evaluation standards, such as assessment centers and 360-degree feedback, for identifying value motives and leading behavioral features in healthy adults.
The study involved 120 people, aged from 28 to 51 years old, who were employees of a large company. The observation period was 56 weeks.
Participants were asked to complete the Skillsy questionnaire at the company's employment stage or early adaptation. Identified behavioral characteristics and value motives were documented and reported to the manager.
After 6 months, all participants underwent assessment centers where managers were asked to record the behavioral models and value motives identified in the participants.
After 8 months, a 360-degree feedback assessment was scheduled for all participants, during which leading behavioral models and value motives were also recorded.
An analysis and comparison of the results obtained from the Skillsy Assessment and corporate evaluation methods (360-degree feedback and assessment centers) were then carried out.
The research found that for such key behavioral characteristics as "Informal Leadership," "Proactivity," "Low Level of Personal Responsibility," "High Level of Personal Responsibility," "Adaptability," "Desire for Control," "Adherence to Rules," the effectiveness of the Skillsy method showed no statistically significant differences and is comparable with standardized corporate evaluation methods (Student's t-test, P<0.05).
Thus, it can be asserted that the Skillsy has predictive effectiveness in assessing the behavioral features of individuals.
The study of leaders' value profiles
In another study, the value profile of managers and the effectiveness of the Skillsy in evaluating it were examined. The study involved 12 people occupying managerial positions aged from 34 to 46 years old.
Participants underwent the Skillsy Assessment, and the results were recorded and compared with the data obtained from employees through a 360-degree evaluation.
The results of the study confirm the absence of significant differences between the evaluation methods. Also noteworthy is the coincidence of the Skillsy results with managers' subjective assessment of their own value profile.
Studying the influence of value-oriented content on user behavior
Another study aimed at evaluating target audiences' values using Skillsy and studying the influence of value-oriented content on user behavior.
About 1000 people participated in the study of the value profile (audience of a social media influencer). The participants went through the Skillsy Assessment. The test results (the subjects' value profile) were used to prepare value-oriented content. According to the values of the audience, the tone of voice for key messages for interacting with users, the topics, and content of posts, as well as visual content (pictures and photos) were developed. Users were shown value-oriented content over four weeks as part of the routine activity of the social media influencer.
The results demonstrated a 54% increase in user loyalty to the influencer's personal brand and a 62% increase in engagement (measured by user activity, number of likes, reposts, and comments).
About us
Dima Kiriek
CEO
Marketer, serial entrepreneur with strong strategy development skills.
Ex-founder & CEO Campus (EdTech startup), exit.
Ex-CEO Medical Clinic, exit.
M.D., MS in marketing.
Kamila Kiriek
CPO
M.D., neuroscientist, behavioral psychologist and APA member, talent coach.
Create & lead TMS up to 1500 employees.
Denis Nikolaev
CTO
MS in computer science.
Delivering results with software over the past 15 years, from startups to R&D and enterprise.
Lead teams up to 50 members.
Jetlore exit (acquired by PayPal).
