Use cases

This guide describes seven common scenarios. Each sets out what you do, which assessment to use, what you need, what you receive and the limits. For which assessment runs on which surface, see Capabilities and limits. For the assessments and terms, see What Kirnova delivers. For what each part of a result means, see Reading a result.

Across all scenarios, TIGER informs an employment decision and a person takes it. The product has no pass mark and no automatic rejection, and no setting creates one. A person reads the result, weighs it against everything else they know and decides.

Screening candidates for a role#

You have more applicants than interview slots and want a consistent signal on every applicant.

Flow

1. Your product invites the applicant to the assessment, in an embedded frame or through your own screens driven by the machine-driven API.
2. You tell Kirnova who the person is. The embedded frame requires an email address and a name. On the machine-driven API, an email address is preferred, and a phone number or your own identifier is accepted.
3. The person sits the assessment. Kirnova saves progress and scores the answers on its servers.
4. When the result is stored, Kirnova sends it to your registered address as a signed message. Failed deliveries are retried. You can also request the result and a prepared document.
5. Your recruiter reads the result alongside the CV and everything else, and decides whom to interview.

Assessment. TIGER Core, or TIGER Student for graduates.

You need. An account with TIGER Core enabled, a registered address for results and an identifier for every candidate. The candidate must be told that an assessment is part of your process, what it is for and who will see the result, as your law and agreements require.

You receive. Five dimensions, each with a whole number, its range and a fixed sentence describing the dimension. One dimension is marked as a strength and two as worth a closer look. A quality note appears when the sitting was not fit to inform a decision. There is no total.

Good practice. The result adds a consistent input to the interview decision. When two candidates' ranges overlap, treat them as indistinguishable on that dimension and look elsewhere for the difference.

Limits. There is no single score, percentile or overall number. The reading says nothing about skills, experience or qualifications, and its dimensions cannot be averaged into a hiring score.

Not permitted. Scoring candidates out of anything, setting a floor that removes someone from the process, or advancing or rejecting anyone without a person deciding. Do not order candidates on the middle number alone; any order you show must present overlapping readings as level.

Structuring an interview#

You want interviewers to cover the same ground and ask useful questions without following a script.

Flow

1. Commission the sitting as in the screening scenario, before the interview.
2. The interviewer reads the strength, the two dimensions worth a closer look and the sentence for each dimension.
3. The interviewer writes open questions that ask for examples.
4. The interview evidence, not the reading, goes into the decision.

Assessment. TIGER Core.

You need. The same setup as screening, and enough lead time for the interviewer to read the result before the interview.

You receive. The same result. The strength and the two dimensions to explore carry framing that says the ordering is within one person, not a measured difference between dimensions or a comparison with anyone else. Show these lines without paraphrasing them away.

Good practice. The reading shapes what the interviewer asks. For example, "Tell me about the hardest stretch you have had at work and what you did" is a good question. The candidate's own account is the evidence.

Limits. Kirnova does not supply an interview guide or question bank. A dimension marked "worth a closer look" is a prompt for the interviewer, not a finding about the candidate.

Not permitted. Using the interview to confirm the reading, or the reading to replace the interview. Do not tell a candidate what their result said and ask them to explain it.

A promotion or internal move#

You are considering someone for a step up or a move into management and want a structured input on how they work.

Flow

1. From your Kirnova account, invite the person by email to sit TIGER Core. Your account must be approved before it can send invitations. Approval can be automatic with a valid company tax number, an email address on your company's own domain, or a recruiter vouched for by an approved company. Every invitation requires you to confirm that the person is 18 or over. A sitting costs credits, which must be in the account before the invitation is sent. Credits are arranged with Kirnova.
2. The person receives a personal link that admits only them. Cancelling the invitation stops the link working.
3. Before the first question, the person is told your company invited them and that the result will be shared with you, and agrees before starting. If they decline, they do not sit, the invitation is cancelled, its credit is released and you are told. Their agreement covers your company only.
4. The person sits the assessment. Nothing of the reading is shown to you without their agreement.
5. The panel reads the result alongside everything else and decides.

Assessment. TIGER Core.

You need. Credits in the account, a working email address for the person and their agreement. The account that commissioned the sitting, and team hiring managers and administrators, can open the result. A viewer can see that a reading exists and when it was taken, but cannot open it.

You receive. The same five-dimension reading. There is no promotion score, readiness rating or comparison against the role or other people.

Good practice. The reading is one input alongside the person's delivery record, their manager's view and their own goals, and it structures the conversation.

Limits. Kirnova does not read the role. There is no job profile, benchmark or "fit" number. The reading describes the person, and matching them to the role is a human task. It is not a retrospective on past performance.

Not permitted. A threshold for advancement, formal or informal. Using the reading alone to remove someone from consideration. Filing it to their record as a rating.

Development and management#

An employee's manager wants a starting point for a development conversation.

Flow

1. Commission a TIGER Core sitting for the employee, as in the promotion scenario.
2. The employee sits it and, with their agreement, the reading is available to you.
3. The employee reads their own result. They always have access to it, and it does not depend on anyone's permission.
4. The manager and employee use the reading as the agenda: what comes easily, what deserves attention and what the person wants to do about it.

Assessment. TIGER Core.

You need. The same account setup and credits, and a manager who treats the reading as a conversation opener rather than a verdict.

You receive. The five dimensions with ranges, the strength and the two dimensions to explore. Where they apply, two short written readings are included: whether the person answered differently when others rely on the outcome, and how they engage with new and unfamiliar work. The first states that it cannot separate adaptability from strain. Do not remove that statement when you display it.

Good practice. Both people read the same words. A reading that says it cannot be called either way is presented as exactly that.

Limits. Kirnova does not produce a development plan, a management guide, coaching recommendations or a "how to work with this person" briefing.

Not permitted. Reusing a development reading as a performance record or an input to pay, unless the person was told that was its purpose when they sat. The note about how someone answered is never a statement about their honesty.

A student or education programme#

You run careers guidance, a foundation year or a course-choice process for adult learners.

Flow

1. Your programme invites the student to sit TIGER Student, in the embedded frame or through your own screens.
2. The student sits the assessment with their identity known before it starts.
3. The reading comes back to you, and an adviser uses it to structure a guidance conversation.
4. The student keeps their own result permanently and can sign in to see it.

Assessment. TIGER Student, which pairs a trait block shaped like TIGER Core's with an interests questionnaire.

If you want interests only, a Kirnova Calling sitting shows the student their own careers reading and returns the same reading to your systems: the order of their interest themes and the closest occupations. It has no downloadable document and no browser signal, and runs in the embedded frame only. If your adviser also needs the five dimensions, use TIGER Student.

You need. Adult learners. Kirnova's scope is 18 and over, and nothing you build may imply a secondary school can use it. You also need an identity for each student and the same notice and agreement as any other sitting.

You receive. The five dimensions with ranges, and an interests reading. The interests reading is an ordering of the person's own themes, not a score for each. Themes that sit level are reported as level. This is expected output. The reading comes from a licensed public occupational database, so its attribution and non-endorsement wording travels with it and must be displayed wherever you show it.

Good practice. The adviser opens with the interests ordering ("these came out together; does that match how you see it?") and uses the five dimensions to talk about how the student works. Occupations are conversation material, not recommendations.

Limits. Interests do not show what someone will be good at. There is no aptitude measure, prediction of outcome or ranking of students. A levelled interests result is a genuine non-answer for that student, so do not break it with a tie-break rule of your own.

Not permitted. The interests material is licensed for career counselling, planning and exploration. It must never be used as an input to an employment or selection decision. If your programme also places students into jobs, the interests reading must not cross into that process.

A recruiter presenting a candidate to a client#

You are an agency and want to put more than a CV and your recommendation in front of a client.

Flow

1. Commission a TIGER Core sitting for a candidate you represent, from your account or your product.
2. If the candidate already holds a recent Kirnova result, you are told that one exists and when it was completed, and nothing else. You can then decide whether a new sitting is needed. Opening an existing result or commissioning a new sitting is arranged with Kirnova.
3. The candidate agrees to you seeing the reading. Asking someone to share an existing result is a different request from asking them to sit again, and needs its own agreement.
4. You read the result and present the candidate to your client with the reading included, as delivered, with its ranges and any quality note intact.

Assessment. TIGER Core.

You need. Credits in the account, the candidate's identity and the candidate's agreement to sit and to the reading being shown to a named client. Your agreement with the candidate must cover onward sharing. Kirnova does not obtain that agreement for your client's benefit, and no in-product handover passes a result from an agency to an employer. What reaches your client reaches them from you.

You receive. The same reading as in screening. It does not identify the client and is not written for a vacancy.

Good practice. Present the reading whole: ranges with every number, the quality note when there is one and the framing lines for strengths and probes. Your recommendation is your own.

Limits. If the candidate withdraws agreement, every view of the result on Kirnova closes. A reading you have already shown a client is not retrieved, so what you pass on must match what the person agreed to.

Not permitted. Presenting the reading as a rating of the candidate, ordering candidates on the middle number alone, extracting a single number from it, or presenting it as Kirnova's recommendation of the person for the role. Kirnova makes no such recommendation.

A partner platform embedding assessments for its customers#

You run an applicant tracking system, HR platform, hiring marketplace or education platform and want assessments available to your customers inside your product.

Flow

1. Kirnova enables your account and the assessments you are entitled to serve. You build and test on Kirnova staging with a staging key, and move to production when your test cases pass.
2. Your customers trigger a sitting from inside your product. Your systems tell Kirnova who the person is and which assessment to run.
3. The sitting runs in a frame you position, or your systems drive it question by question and you render every screen.
4. Results come back to your systems, signed, when they are stored. You show them to your customer in your own interface.
5. Your customer reads the result and makes the decision.

Assessment. TIGER Core for anything that informs an employment decision. TIGER Student or a Kirnova Calling form for guidance and career exploration. TIGER Light is not an option, because only the person themselves can start it.

You need. An account, a registered address for results and the sites you will embed on. Your interface must meet these requirements:

• Show every value with its range.
• Do not order people on the value alone; show overlapping readings as level.
• Show the quality note whenever one is present, with the same words for everyone.
• Do not publish a percentile, standard error, probability or coverage figure against a reading, and do not turn the one-word confidence reading into a number.
• Treat interests as never a hiring signal, even where a hiring customer can see them.
• Display the attribution and non-endorsement notice with any licensed interests reading.

You receive. The full reading for each sitting, sent to your systems.

Good practice. Your interface does not offer misuse: no sort by value, no filter by threshold, no rule that advances or rejects a person automatically and no field for a minimum. Ranges and the quality note are part of your result view, and your onboarding tells customers what the reading is for.

Limits. On TIGER Core, TIGER Student and Kirnova Calling, only light or dark appearance and your primary colour reach the sitting. Your logo, second colour, typeface, welcome and completion wording and the removal of the Kirnova name do not, and the downloadable document uses Kirnova's presentation. Everything outside the sitting frame is yours.

Not permitted. Presenting the assessment as your own instrument, removing the notices that accompany a licensed reading or cropping the frame so attribution is hidden. Every person who sits must be identified before they start. Your customers may not do through your product anything a direct customer may not do.

Uses Kirnova does not support#

None of these can be configured on.

TIGER can support and inform any employment decision, including hiring, promotion, retention, pay, performance, development, management, disciplinary action and termination, as long as a person makes the final decision and the organisation follows applicable law. It is never the decision-maker.