See what actually comes out.
Not screenshots. These are the real pages, rendered by the real code, with a made-up company and made-up people in them. Open them, read them, and decide for yourself whether you would use them on a Monday morning.
An applicant, held up against the job description
One candidate held up against one role. The targets are worked out from the job description for that seat, so the yardstick is the client's own document, not our personality model. There is no overall fit percentage on this page, on purpose: one number beside a person's name ends up ranking people.
What you get instead is the comparison itself. The measures where they meet what the role asks for, and the measures they sit under, each showing the role's target and what this person showed. Every gap comes with the question to ask about it. It tells you where to dig, not who to drop.
Open the interview guide →What one person's report looks like
Ten minutes on a phone produces this. Their quadrant, where they sit on seven working spectrums, and the character read: the coloured bar is how they answered behaviour questions, the dark line is how they rated themselves, and the distance between the two is the part a resume can never show you.
Then the practical half: what energizes them, what drains them, how to give them feedback, how to write to them so it lands.
Open the person report →The team playbook
Five people on one page. Who is actually in the room, which working style your team is thin on, and for every pair of styles present, where those two grind on each other and the sentence that bridges it.
This is the thing we walk you through in the free session. Not a pile of PDFs nobody opens.
Open the team playbook →The job description, in your logo
Quadrant writes the job description for the seat and renders it in your own logo and colours: the mission, an outcome and how it is measured table, what the seat owns, how the seat runs. Download it for Word or save it as a PDF and hand it to the person on their first day.
This is the one we will not fake for you. It is built out of your role, your trade and your business, so somebody else's would tell you nothing. Ask and we will build one live, for a seat you are actually trying to fill.
Have one built for a real seat →One document, four outputs.
Every page above traces back to the same place. That is the whole idea: you write down what the seat actually needs, once, and everything else is built from it.
Attach the one you already have, or Quadrant writes it with you. It is not paperwork. It is the standard.
Quadrant reads that document and works out what the role actually needs: the working-style blend and the level of each character measure.
Same yardstick for everybody, and the yardstick is yours. You can read the targets and you can argue with them — and the way you move one is to change the job description, because the targets are rebuilt from it. The differences become interview questions, never a rejection.
Quadrant will not open a review without a job description on file. It pulls the ratable responsibilities out of that document and freezes them, so the standard cannot move after somebody has seen the performance.