Bypass the AI Resume Noise.
See the Actual Candidate.

Join the JobPolaris I/O Psychology Research Initiative and get free, evidence-based psychometric alignment reports for your candidate pool.

The Reality

The hiring market is currently flooded with AI-generated resumes and keyword-optimized applications. It is becoming impossible to determine if a candidate actually fits the psychological profile of the role before spending hours in interviews.

Resumes can be fabricated. Cover letters can be ChatGPT'd. References can be exaggerated. But cognitive alignment cannot be faked.

The Research Solution

We are conducting ongoing Industrial-Organizational Psychology research to validate the mapping of human cognitive archetypes to the Department of Labor's O*NET database.

By partnering with our study, you can invite your candidates to take our 5-minute forced-choice assessment for free—and receive standardized psychometric baseline reports before you invest interview time.

Why Recruiting Partners Choose JobPolaris

Evidence-based insights that complement your existing screening process—without adding cost or compliance risk.

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Objective Data

You receive a standardized "Psychometric Baseline" report detailing the candidate's innate Work Values, Work Styles, and Knowledge-Skills-Abilities-Other (KSAOs).

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Bypass the Fluff

You can fake a resume. You cannot fake a forced-choice cognitive assessment. See the real candidate behind the keyword optimization.

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Zero Liability

Because this is an ongoing academic research project, JobPolaris is an alignment assessment—not an automated decision tool (AEDT). Human recruiters retain 100% of the decision-making power.

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Zero Cost

No subscription fees, no per-candidate charges, no enterprise licensing. Research participation is entirely free for qualified recruiting partners.

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5-Minute Assessment

Candidates complete the quick forced-choice assessment. You get actionable psychometric data without burdening your recruitment pipeline.

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Evidence-Based

Built on validated I/O Psychology frameworks and mapped directly to the U.S. Department of Labor's O*NET occupational database.

How It Works

The JobPolaris assessment is grounded in Industrial-Organizational Psychology and uses forced-choice methodology to eliminate social desirability bias. Here's what happens:

  • Candidates take a brief (4-5 minute) forced-choice assessment measuring cognitive preferences, work values, and behavioral tendencies
  • Their responses are mapped against the O*NET database (900+ occupations with standardized KSAOs)
  • You receive a "Psychometric Baseline Report" showing alignment across 12 career archetypes and relevant occupational categories
  • The report provides context—not a binary "hire/reject" decision—empowering you to ask better interview questions

🛡️ Legal Compliance Notice

JobPolaris is not an Automated Employment Decision Tool (AEDT). It does not automatically rank, score, or reject candidates. It provides psychometric baseline data to inform—not replace—human judgment.

As a research initiative, JobPolaris operates under academic study protocols. Recruiting partners participate voluntarily, and all candidate data is handled in accordance with privacy regulations and informed consent standards.

What you get: A PDF or dashboard view showing the candidate's top career archetype alignments, work value preferences, and suggested interview focus areas. What you don't get: An AI-generated "hire" or "reject" recommendation.

Apply for Research Partnership

We are currently accepting applications from recruiting agencies, talent acquisition teams, and HR consulting firms interested in evidence-based candidate assessment.

📧 Request Partnership Information

Or email directly: jobpolaris.app@gmail.com

Research Ethics Statement: JobPolaris is an independent Industrial-Organizational Psychology research initiative. All assessment data is collected with informed consent and used solely for research purposes in alignment with ethical research standards.

JobPolaris does not sell candidate data, does not provide automated hiring decisions, and does not replace human judgment in employment contexts. Partner organizations are responsible for their own hiring decisions and compliance with applicable employment laws.