Quick Summary
This page provides a high-level overview of Aurora's core concepts, methodology, and assessment framework. Use it as a guide to navigate the full documentation and understand how Aurora predicts job performance through data-driven psychological measurement.
Introduction to Aurora
Aurora provides a fairer, more predictive approach to hiring by measuring cognitive ability and personality traits — the two strongest predictors of job performance. Unlike traditional résumé screening (which explains ~3% of performance variance) or structured interviews (~34%, highly dependent on interviewer skill), Aurora predicts up to 55% of variance in job performance. Aurora evaluates candidates through validated assessments and generates an interpretable Match Score for each role, helping hiring teams identify high-potential candidates before interviews begin.
Read Full Introduction →External Hiring: Data-Driven Shortlisting
Aurora's external hiring module leverages our validated psychometric assessments to produce shortlists based on predictive fit rather than résumé heuristics. The system integrates cognitive and personality measures (explaining 45–55% of performance variance) with role-specific benchmarks derived from aggregated datasets. Key features include automated scoring and ranking, ATS pipeline management, and candidate transparency showing component-level score contributions. Organizations report a 60% reduction in time-to-hire , improved hiring quality, and a significant reduction of bad fits .
Explore External Hiring →Internal Hiring
For internal hiring and talent optimisation, Aurora also supports organisations in understanding and developing their existing workforce by combining cognitive and personality metrics with internal performance data. This approach uncovers hidden talent, supports targeted internal mobility and promotion decisions, and helps diagnose whether performance gaps reflect skill shortfalls or fit mismatches. Managers gain centralised visibility of team and organisational trait distributions, enabling evidence-based reassignments and tailored development programs that reduce churn and reliance on external hires. Aurora’s dashboards highlight high-potential employees, team imbalances, and recommended interventions — all while keeping data privacy, integration and scale in mind.
- Uncover hidden talent: Identify internal candidates for mobility and promotion.
- Reduce churn: Align roles and development to improve retention.
- Data-driven decisions: Custom benchmarks and dashboards for targeted action.
How Scoring Works
Aurora's Match Score quantifies alignment between a candidate's cognitive and personality profile and role-specific benchmarks derived from over 1 million profiles across 1,000+ job categories. Cognitive ability is weighted based on role complexity; personality traits are weighted according to empirical performance correlations. Scores follow a normal distribution (mean = 60, SD = 15). Organizations can also create custom benchmarks using internal employee data to align scoring with company culture and performance patterns.
Understand Aurora Scoring →Traits Overview
Aurora measures Cognitive Ability and the Big Five Personality Traits (Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism). Together, these dimensions capture how individuals think, collaborate, and perform across professional contexts. Cognitive ability reflects learning speed and problem-solving capacity; personality traits describe consistent behavioral patterns that shape motivation, teamwork, and stress management. Aurora combines these measures into a comprehensive profile that predicts role fit and performance potential.
View Traits Overview →Cognitive Ability
Aurora measures three core components of fluid intelligence: Pattern Recognition (Raven-inspired), Spatial Reasoning, and Mathematical Reasoning. These tests assess reasoning, learning speed, and problem-solving efficiency under pressure — consistently the strongest single predictor of job performance. Scores are reported on a standardized scale (mean = 60, SD = 15). High cognitive ability predicts faster learning, better decision-making, and greater adaptability in complex or analytical roles.
Learn About Cognitive Ability →Openness / Intellect
Openness reflects curiosity, imagination, and comfort with novelty; Intellect captures analytical reasoning and abstract thinking. High scorers embrace new challenges, generate creative solutions, and adapt quickly to change — making this trait valuable in innovation-driven, strategic, and knowledge-intensive roles. Lower scorers excel in structured environments where consistency and proven methods are priorities.
Explore Openness →Conscientiousness
Conscientiousness measures organization, reliability, and goal orientation — one of the strongest personality predictors of job performance. High scorers plan systematically, meet deadlines, and persist through challenges, making them ideal for structured, accountability-driven roles. Lower scorers bring flexibility and spontaneity, thriving in dynamic or creative environments where adaptability is key.
Discover Conscientiousness →Extraversion
Extraversion reflects social energy, assertiveness, and comfort with interaction. High scorers energize teams, communicate confidently, and excel in leadership, sales, and client-facing roles. Lower scorers (introverts) prefer focus and autonomy, performing exceptionally in analytical, technical, or creative work requiring sustained concentration.
Read About Extraversion →Agreeableness
Agreeableness captures cooperation, empathy, and interpersonal sensitivity. High scorers build rapport, foster collaboration, and excel in team-based, service-oriented, and customer-facing roles. Lower scorers bring objectivity and directness, thriving in negotiation, critical analysis, and independent decision-making contexts.
Explore Agreeableness →Neuroticism
Neuroticism measures emotional reactivity and stress sensitivity. Low scorers stay calm and composed under pressure, ideal for high-stakes, leadership, and crisis management roles. Higher scorers are often emotionally aware and vigilant, valuable in empathy-driven or creatively nuanced contexts where sensitivity to detail and interpersonal dynamics matters.
Learn About Neuroticism →Next Steps
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