Talent
You are already perfect. Pre-profile the right job for you now.
Find a job, a role and a team where you can really use your strengths and make your next career decision with a clearer picture.
Check which job suits you →When managers need results quickly
See people, work and
organization in one view.
Sparkly connects a person's strengths, values and work style to real tasks, roles, teams and organizational goals. This way you can check the right questions before making a work, hiring, development or investment decision.
Sparkly does not make the decision for you — it provides a clearer basis for decision-making.
Try easy tests without an accountStart with the decision you need to make
What decision do you want to make clearer?
Sparkly's shared starting picture creates value in different ways in different contexts.
HR and talent expert
Your professional assessment. Clearer evidence to support it.
HR, recruiter, coach, mentor and advisor get a common starting point without Sparkly replacing their professional judgment.
Support your professional judgment →Company
Do you need a new person, or should the existing work be improved?
Distinguish a genuine hiring need from issues in current team performance, roles, work allocation or collaboration.
Find the real pain point →Investor
The pitch shows the plan. Check whether the team can execute it.
Make visible the roles, division of work and questions that are worth checking with the team before making a decision.
Check execution capacity →Accelerator
Every cohort receives the same programme. See what support each company actually needs.
Provide a common starting point for selection, mentoring and programme support, maintaining team control over shared information.
Find the real need for development →One system, multiple decisions
Connect a person to what really needs to be done
The value of Sparkly does not come from a single test. It occurs when a person's information becomes meaningful in the context of real work, role, team and goal.
- 01
A person
Strengths, values and work style
- 02
Tasks
A job that really needs to be done
- 03
Role
Responsibility, discretion and expectation
- 04
The team
Collaboration, dependencies and management
- 05
Organization
Goals, culture and work organization
- 06
The result
Clearer decision and better execution
Start with the real situation
What Sparkly helps you check
Where does the problem really lie?
Is the cause in the person, role, tasks, team or management — before anyone is replaced?
Do the person and the actual job match?
Do the role's day-to-day tasks, pace, responsibilities and environment utilize the person's strengths?
What else should you ask?
What risk, contradiction or missing information needs to be checked in an interview, conversation or workshop?
Can the plan actually be executed?
Does critical work have the right owner, the necessary capabilities and clear decision-making authority?
What development really helps?
Does the person need a new skill, a different role, a clearer job, support or a change in the work environment?
Do you need to hire or reorganize?
Is the missing result due to a lack of capability or can it be solved by improving existing work and collaboration?
How it works
Three steps to a clearer decision
Gather existing information
The person or organization adds context about the profile, actual work, role and purpose.
Separate what is known from what is assumed
Sparkly keeps measurement, self-description, inferred signal, missing information, and hypothesis interpretation separate.
Check in real context
A person, specialist, manager or investor checks the observations during a conversation, interview or workshop and makes a final decision.
Quick start without an account
Try lightweight tests for free
No account required. These tests provide a quick and more general baseline and help you understand what Sparkly is aiming for.
Tests without an account are less personalized and therefore less accurate. A personalized Sparkly profile is significantly more comprehensive and requires an account.
Decision support, not a decision machine
What Sparkly does — and does not do
A clearer decision does not come from more definitive statements. It comes from keeping facts, signals, hypotheses and missing information distinguishable.
Does not diagnose a person
Sparkly does not make medical or clinical diagnoses.
Does not make the final decision
AI helps reveal evidence, contradictions and questions. It is the person who makes the employment, recruitment or investment decision.
Does not equate all layers of information
A validated measurement, a human self-description, and an AI-derived signal are not the same type of evidence.
Does not take away control over sharing
Personal information is used within the scope of purpose, role, organizational connection and consent. Investors and accelerators can see consciously shared information, by default as an aggregated view.
Why we built it
“No, I am a non-believer"
After 25 years as an entrepreneur who also had to recruit, followed by five years as an investor, I learned a hard truth: what people say alone is not enough for a complex decision about people.
No model provides a definitive answer about a person or an organization. The overlap of multiple perspectives helps to see which questions are worth exploring, challenging and verifying in conversation.
The final decision must always be made by a person.
Start with a real situation
Choose the first step based on what you need to know
A question about your own working life
Create a free personal profile to see which jobs, roles, teams and conditions use your strengths.
Create a free personal profileA quick self-reflection
Try easy tests without an account. You get a quick general starting picture, but not the depth of a personalized profile.
Try tests without an accountAn organizational question
Bring the issue of recruitment, performance or work organization to the meeting. An HR audit helps to give numerical confirmation to gut feelings and make critical pain points visible within days.
Bring one difficult situation to discussWhich next decision should not rely on gut feeling alone?
Start with your profile or bring a real work, recruitment, performance or organizational question for discussion.
FAQ
Frequently asked questions
No. Personal characteristics are only one input. Sparkly connects a person's strengths, values, and work style to actual tasks, roles, teams, environments, and organizational goals.
The information used depends on the purpose. This can include a person's self-entered profile, assessments, job duties, roles, team and organizational context, and clearly marked inferred signals.
No. Sparkly can combine validated psychometrics, human self-description, work and organizational models, layers of self-reflection, and AI-derived signals. They are not presented as the same type or as strong evidence; Human Design and Gene Keys are not scientific or diagnostic methods.
No. Sparkly highlights observations, inconsistencies, missing information, and questions worth checking. The final employment, recruitment, development or investment decision is made by the person.
Personal information is displayed within the scope of purpose, role, organizational affiliation and valid consent. The investor and the accelerator only see the information shared by the organization and by default the aggregated view, not the private responses of the employee.
Yes. You can start with a question of your own professional life, a single recruitment, an unclear role, a team cooperation problem, a development decision or a team question that needs to be checked before an investment.
Tests without an account are easy, fast and general. They do not use the complete context of your work life and are therefore less accurate. A personalized profile combines more information, is more comprehensive and requires an account.
No. Sparkly complements workflow and data systems with a decision-making picture between people, work and the organization. It also does not replace the professional responsibility of HR, recruiter, coach, mentor, advisor, manager or investor.
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