Responsible use
psymet is for development and collaboration, not selection. What psymet is designed for, and the decisions about people it must never be used to make.
psymet is for development and collaboration within a team. It must not be used as a basis for hiring, rejecting, promoting, demoting, disciplining, dismissing, redeploying or setting pay, or for any other decision with a legal or similarly significant effect on a person.
What psymet is for
Helping people understand their own working preferences, helping colleagues understand each other, and helping teams, including teams welcoming a new senior hire, discuss how they work together.
What psymet must not be used for
psymet is not a validated selection instrument, has not been assessed for adverse impact, and is not designed or offered for recruitment or employment decision-making. Don't use profiles, scores, user manuals or AI coaching output to screen candidates or make decisions about someone's job.
Results are approximate
Personality typing is inherently approximate, and AI-generated content can be wrong. Treat profiles as a starting point for conversation.
The full terms
These points summarise our Terms of Service, which are the binding version. You can read them from our contact page.
Pairings
Pairings help admins and talent partners prepare two people to work together, with a plan for a one-to-one with each of them and a joint conversation.
Privacy and data
A plain-language guide to who can see what in psymet, from your own profile and user manual to what your colleagues and team leads can view.