Four solutions. One standard for people decisions.
Each TeamCheck solution answers a different question about people. Use one to solve a pressing problem, or connect them for a consistent view from hiring to performance.
At a glance
Which solution answers which question?
| TechnicalAssessments | PsychometricAssessments | EmployeeExperience | 360° PerformanceEvaluation | |
|---|---|---|---|---|
| The question it answers | Can they do the work? | How do they prefer to work? | What is it like to work here? | How is their impact experienced? |
| What it measures | Practical, job-relevant skills | Behavior, reasoning, emotional maturity, potential, leadership and values fit | Engagement and experience across the lifecycle | Work behaviors seen by managers, peers and reports |
| Typically used for | Hiring and internal mobility | Hiring, development and team work | Listening programs and retention | Leadership development and performance conversations |
| Main audience | Talent acquisition and hiring managers | HR, TA and L&D teams | HR, people leaders and managers | HR business partners, L&D and managers |
The solutions
Explore each solution.
Can they do the work?
TechnicalAssessments
Evaluate practical skills and technical competency with structured, job-relevant assessments.
- Assess the skills the role actually needs, not proxies like titles or schools
- Score every candidate against the same rubric
- Give hiring managers reports they can compare side by side
Assessment reportLina H.Sample dataOverall score
84
Top 9% of 312 candidates
Lina H.
Senior Backend Engineer
Completed · 42 min
System design88API design91Testing practice76Code review80CandidateRole benchmarkHow do they prefer to work?
PsychometricAssessments
Understand how people work, think and lead, with six assessments from Behavioral Profiles and Cognitive Agility to HiPo and Leadership.
- Add structured insight into working style alongside skills and interviews
- Explore how someone fits a role's demands, not a stereotype
- Read reports that explain what results mean, and what they do not
Working style profileYousef M.Sample dataPrefers structureComfortable with ambiguityWorks independentlyWorks collaborativelySteady paceFast paceDetail-focusedBig-pictureReservedOutgoingShaded band shows the likely range of each result.
Preferences, not abilities. Interpret alongside interviews and other evidence.
What is it like to work here?
EmployeeExperience
Listen to employees, measure engagement and find where to improve.
- Run engagement, pulse and lifecycle surveys
- Read results by team and theme
- Turn what you hear into a short list of owned actions
SurveysEngagement pulse · Q3Sample dataParticipation
86%
Favorable
74%
Workload Recognition Growth Manager support Belonging Operations 52 61 58 74 70 Engineering 64 70 77 81 76 Sales 58 79 66 72 74 Customer care 47 55 52 69 72 Finance Not shown: fewer than 5 responses Less favorableMore favorableSuggested focus: workload in Customer care
How is their impact experienced?
360° PerformanceEvaluation
Bring together structured feedback from managers, peers, direct reports and other relevant stakeholders.
- Compare self-perception with how others experience someone's work
- Ground development plans in specific, observable behaviors
- Prepare managers for better performance conversations
360° feedback reportTeam lead, AnalyticsSample dataManager 1 · Peers 5 · Direct reports 6
SelfOthers12345CommunicationDecision-makingDeveloping othersCollaborationDelivering resultsHidden strengthDeveloping others
Blind spotDecision-making
Where to start
Start from the decision in front of you.
Hiring for skills
Assess what candidates can do, then add working-style insight for a rounded view.
Improving retention
Listen to employees at key moments and act on what drives them to stay or leave.
Developing leaders
Combine multi-source feedback with behavioral insight to focus development.
Building people analytics
Bring assessment, survey and feedback data into one consistent view.
FAQ
Questions about the solutions.
Can we start with one solution and add others later?
Each solution addresses a distinct need, and many organizations begin with the one closest to their most pressing priority. In your demo we can discuss how the solutions connect and what a phased approach could look like.
What is the difference between technical and psychometric assessments?
Technical assessments evaluate whether someone can do the work a role requires. Psychometric assessments describe how a person tends to work: behavioral preferences, motivation and reasoning. Used together, they show both capability and working style.
How is employee experience different from 360° feedback?
Employee experience surveys measure what groups of employees experience at work, reported at team or organization level. 360° feedback focuses on one person and gathers structured feedback on their work behaviors from the people around them.
Not sure which solution fits?
Tell us about the decisions you are trying to improve, and we will show you where TeamCheck can help.