Bring MindSolv to your team.
A short drill and a work-sample case, taken at work. Everyone gets a plain-English report — what was asked, how they worked it, what it does and does not tell you. If your organisation asked for it, you get that same document, at the same time they do.
Read this part first. If your organisation asks someone to take this, you will see their report — and they will see the identical document at the same moment, having been told who asked and what for before they began. We do not produce a version for managers only, and we do not hand over anything that could decide a job on its own. If what you need is a test that ranks candidates or grades performance, we are the wrong supplier, and we would rather say so on this page than in a meeting.
One report, and both of you have it
If your organisation asked someone to take a drill, you see their report — and so do they, at the same time, in the same words. There is no manager's edition and no summary written for you alone. That is enforced in the database rather than promised in a sentence: there is no result an employer can read that the person cannot.
Nobody is measured without knowing
Before a person starts, they are told who asked, who will see the result, what it is for, how long it is kept, and that they can say no. That screen is not a checkbox we buried — it is the first thing they read, and it is the reason this is a fair thing to ask of somebody.
It is a work sample, not a verdict on a person
A case is a small piece of real work, and the report describes how it was worked — how they framed it, what they went and found out, what they chose and what they gave up. Work samples predict job performance at about r = 0.33, which is roughly a tenth of the difference between people. Useful. Not decisive. The report says so on the page.
It cannot tell you who to hire, and it will not pretend to
No score out of a hundred, no ranking against colleagues, no job title anywhere near a result. A profile of cognitive strengths adds almost nothing — 0.007 — to predicting who succeeds in a role. If you need something that decides, we are the wrong supplier, and we would rather say that here than in a meeting.
What your people actually do
They play short, timed exercises — noticing, holding, switching, planning — and get a report broken down area by area. Drills come in versions pitched at different kinds of work: a first job, managing work, leading, and a few shaped around what particular departments lean on. The exercises are the same instruments in each; what changes is how much is going on at once and how long you have to hold it.
We are deliberately not going to tell anyone which job they would be good at. The research on that is weaker than the industry likes to admit — a profile of cognitive strengths adds almost nothing to predicting who succeeds in a role — and a report that pretends otherwise is worth less than one that says so.
Interested?
Team seats are being built now. Tell us the size of your team and what you are hoping it opens up, and we will come back with what it would look like — including the parts we cannot do.
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MindSolv is cognitive entertainment, skills practice and structured work samples. It is not a medical or diagnostic product and not a psychometric instrument. Nothing here may be the sole basis of a decision about anyone's employment, and our corporate agreement says so in a clause a customer signs.