Skip to content

Define the target Big Five profile

The target profile is the heart of Position Fit: it translates the position's expectations into personality terms.

Access

From a position's page, click Define target profile.

Step-by-step illustrated guide

This journey (creating the position + defining the Big Five profile) is illustrated with screenshots in the downloadable PDF guide: 🇫🇷 Français · 🇬🇧 English

Understanding the dimensions

Hover over the name of each dimension in the form to display a tooltip explaining what a high or low score means — directly in the interface.

The 5 OCEAN dimensions

For each dimension, define a min/max range (values from 0 to 100):

O — Openness to experience

Intellectual curiosity, creativity, taste for novelty.

  • High score (70–100): creative, curious, enjoys innovation
  • Low score (0–30): pragmatic, prefers tried-and-tested methods

C — Conscientiousness

Rigor, organization, self-discipline, sense of responsibility.

  • High score: organized, reliable, results-oriented
  • Low score: flexible, spontaneous, less structured

E — Extraversion

Sociability, assertiveness, energy in social interactions.

  • High score: warm, communicative, enjoys teamwork
  • Low score: reserved, independent, prefers solo work

A — Agreeableness

Cooperation, trust, empathy, altruism.

  • High score: cooperative, empathetic, seeks harmony
  • Low score: direct, competitive, skeptical

N — Neuroticism

Emotional instability, anxiety, tendency toward stress.

  • High score: sensitive to emotions, can be a source of vigilance
  • Low score: calm, emotionally stable

Watch out for bias

A low neuroticism score isn't systematically desirable for every position. A certain level of vigilance can be a quality in control or security roles.

Saving

Click Save profile. The profile is immediately available for fit calculation.