Our evidence-based assessments
Evidence-based diagnostics and frameworks that help us understand, develop and strengthen organisations.
We use a suite of trusted psychometric assessment tools to enhance coaching, team building and development initiatives. Our approach is highly tailored: we work with you to clarify objectives and determine whether psychometric assessment will add value, integrating results with other data to create a comprehensive solution. Through individual assessments, feedback and team sessions, we help participants improve performance and strengthen collaboration, often developing behavioural charters to guide actions. These instruments provide valuable insights but form just one part of our holistic, customised approach.
Built by us
Rapid Response Assessments by Openloop
Smarter decisions about people, faster.
Rapid Response is Openloop's own proprietary assessment, designed, built, and owned by us. It measures workplace-relevant traits to predict how someone will perform at work in 5 to 7 minutes, and it is built to be significantly harder to fake than survey-style tests.
Contact usBy the numbers
Short to take, hard to fake
5–7 min
To complete, versus 20–40 minutes for typical survey-based tools
4–5× harder
To fake in lab testing than agree/disagree scales
4+ years
Of development and validation behind the method
The assessments
Three ways to use Rapid Response assessments.
Rapid Response Screen
Large pool sorted quickly
Every applicant is measured against the same role-based standard, so you can compare people fairly across the whole pool. Fast enough to run on every application without slowing your process down.
- Role-fit flags recruiters can act on
- Screened shortlist
- Consistent, auditable early-stage decisions
Best for
Bulk and high-volume recruitment
Rapid Response Select
Select the best fit for the role
A deeper read on the people you are most interested in, whether that is a shortlist or a single candidate. Traits are scored against ideal ranges for the role.
- Strengths, adequacies and potential concerns
- A concise snapshot plus a full narrative report on fit with the role and organisation
- A clear report built for hiring managers, with no specialist training required
Best for
Final selection, from shortlists to single candidates
Rapid Response Develop
Assess. Challenge. Support.
For building, developing and growing leaders. A detailed picture that gives real language for coaching, not a personality label.
- 20 subtraits, facet-level feedback
- No certification required, with debrief support if you want it
- Built for development, not selection
Best for
Executive coaching, leadership programs and team development
Why it's different
A short, sharp take on how people actually work
Instead of asking candidates to rate long lists of statements, Rapid Response shows single work-relevant words and captures both the answer and the split-second timing behind it. The timing is what makes it fast to take and hard to fake.
That gives you a reliable profile in minutes, with far less room for candidates to present an altered version of themselves.
Rapid Response Measurement
Response and reaction time are captured together, so the assessment learns more from every second on task.
Built for work, not personality typing
Traits are mapped to workplace competencies and calibrated to the actual role.
Evidence you can defend
Built on Rapid Response Measurement, backed by rigorous research and peer-reviewed. Suitable for merit-based and regulated selection processes.
The advantage
Two things make the biggest difference
Advantage 01
Fast enough that good candidates finish
Long assessments push strong applicants out of the process. It is done in the time it takes to read a job ad.
Advantage 02
Materially harder to fake
Applicants can and do present an idealised version of themselves. Timed responses leave far less room for it. Lab testing puts the method at four to five times harder to fake.
Resistance to faking
Rapid Response
high resistance
Agree/disagree scales
low resistance
Candidates prefer it
Rated more engaging and enjoyable than comparison assessments in head-to-head testing.
Clear recommendations
Hiring managers get plain guidance and next questions to ask, not raw scores to interpret alone.
Calibrated to your people
Benchmarks can be built from your own top performers, so the bar reflects your organisation.
How it works
Three steps, start to decision
Calibrate the role
We agree the competencies that matter and set ideal ranges, using your high performers as the benchmark where data allows.
Assess in minutes
Candidates complete the assessment on any device in five to seven minutes. No supervision, no long forms, no drop-off.
Act on the report
You receive threshold-based results against the calibrated role, with clear recommendations and development themes.
The science
Validated, published, and built to hold up
The method is Rapid Response Measurement (RRM). RRM was developed over 4 years and has been validated across 3 independent studies involving subject matter experts, factor analysis, and large-scale administration.
20
Subtraits assessed
5
Big Five traits covered
3
Independent validation studies
5–7
Minutes for the full 20-subtrait profile
Other instruments we use
The right instrument for the job
We are certified across a range of assessment tools and recommend the one that fits your needs.
Hogan Assessment Suite (HPI, HDS, MVPI)
Combines the HPI, HDS and MVPI to assess personality, potential risk factors and core drivers. We use Hogan to identify leadership potential and guide focused development for individuals and teams.
Read more
Strengths Deployment Inventory (SDI)
Helps individuals understand their motives, values and conflict behaviours. We use SDI to improve communication, build trust and manage conflict effectively within teams.
Read more
Herrmann Brain Dominance Instrument (HBDI)
Identifies thinking preferences across four quadrants: analytical, practical, relational and experimental. We use HBDI to enhance creativity, communication and team dynamics.
Read more
Myers-Briggs Type Indicator (MBTI)
Explores personality preferences in perception and decision-making. MBTI helps teams appreciate diverse thinking styles, improve communication and collaborate more effectively.
Read more
Thomas-Kilmann Conflict Mode Instrument (TKI)
Identifies preferred conflict-handling styles, from collaboration to competition. TKI improves team relationships and resolves workplace tensions effectively.
Read more
Benchmarks 360 Assessments
A suite of research-based tools from the Center for Creative Leadership providing comprehensive multi-rater feedback. We use Benchmarks 360 to help leaders identify strengths and address development needs.
Read moreHogan 360 Assessments
A comprehensive multi-rater feedback tool developed by Hogan Assessments and validated for leadership development, providing clear, actionable insights into how leaders are perceived.
Read moreSee how our assessments can help your team
Whether you are choosing between candidates, developing the leaders you already have, or working out why a team is not clicking, tell us what you are trying to understand. We will recommend the right instrument, or tell you honestly if assessment is not the answer.