10 profiles derived from 7 traits of the OCEAN+ assessment. A primary, a secondary, and a confidence score per candidate.
Talen.to's archetypes are 10 behavioral profiles derived from 7 traits extracted from the OCEAN+ assessment. Unlike enneagram or MBTI frameworks, these archetypes are a proprietary people science framework built on top of Talen.to's scoring engine. Each candidate gets a primary archetype, a secondary one, and a confidence score (high / medium / low) based on the distance between the two.
Builds relationships, bridges areas and people.
Decides with data, breaks problems into parts.
Creates and starts from scratch, tolerates high ambiguity.
Works with others, contributes to the team before the ego.
Develops others, transfers knowledge.
Technical depth in a focused domain.
Turns plans into results, sustains the pace.
Looks at the long term, connects movements.
Reconfigures in changing contexts.
Sustains processes, repeatability and quality.
Each archetype is a point in this 7-dimension space:
From the OCEAN+ assessment we derive 7 behavioral traits: autonomy, social capacity, pace, conformity, energy, logic, and ingenuity.
We compute the Euclidean distance between the candidate traits and the centroid of each archetype. matchScore = (1 − dist/√112) × 100.
Each candidate gets a primary archetype, a secondary one, and a confidence (high / medium / low) based on the gap between the top two.
| Element | How it's obtained | How to interpret it |
|---|---|---|
| Traits (7) | Derived from the OCEAN+ assessment | Candidate's 7D vector |
| Centroids | Defined by our people science team and continuously refined | Midpoint of each archetype |
| matchScore | (1 − Euclidean distance / √112) × 100 | 0-100, how close to the archetype |
| Primary archetype | The one with the highest matchScore | Dominant profile |
| Secondary archetype | The second closest | Profile nuances |
| Confidence | Gap between primary and secondary | High / Medium / Low |
Most behavioral frameworks circulating in HR Tech come from academic papers from the 60s-90s, with samples decontextualized from LATAM and from current workplace reality. Talen.to's archetypes were built by our people science team on top of the platform's scoring engine, designed for contemporary hiring.
And as your company hires more with Talen.to, the system gets sharper: you can tune the centroids with your own data, turning a field framework into one specific to your context.
A proprietary framework, validated in use — not a 1960s test borrowed from a book. Defensible to the leadership team.
Team composition: too many specialists and zero connectors? You see it at the team level.
Shared language between HR, business lines, and the board. A candidate isn't "type A" — they're "strategist/adapter with high confidence".
We'll show you how archetypes look in a real dashboard, with real data.