An industry-specific aptitude test for UK estate and letting agencies. It combines DISC personality profiling with the practical skills the job actually demands — then hands you a clear, branded report you can act on in minutes.
A candidate works through behaviour and skills in one short sitting — and you get a branded, scored report the moment they finish. Here's what that looks like:
Answer a few real sample questions, try the typing test, and get a scored report at the end — exactly what your candidates experience. Takes about a minute.
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A CV tells you what a candidate claims. This tells you how they'll actually behave on the desk, and whether they can do the parts of the job that quietly cost you money when they're done badly.
How a candidate naturally works — their drive, communication style, patience and attention to detail.
Because listings, contracts and client emails go out under your brand. Errors cost credibility and leads.
Fees, percentages, completion statements and rent calculations — the numeracy the role relies on daily.
A live words-per-minute test. Speed and accuracy at the keyboard shape how much a negotiator actually gets through.
DISC describes how a person tends to work across two axes: whether they lean towards tasks or people, and whether they're fast-paced or measured. Everyone is a blend of all four — what matters is which styles lead.
Direct, decisive, driven by results. Thrives on targets and competition; can be blunt under pressure.
Outgoing, persuasive, builds rapport fast. Great with people; can skip the detail.
Precise, accurate, rules-led. Excellent on compliance and process; slower to decide.
Patient, reliable, calm. Superb with tenants and follow-through; dislikes sudden change.
Read the blend, not one letter. Almost nobody is purely one style. Look at the highest one or two dimensions — that's what leads their behaviour — and note what sits lowest, because that's where they'll need support.
High and low both matter. A high-D, high-I candidate is a natural closer who may cut corners on paperwork. A high-S, high-C candidate keeps a portfolio immaculate but may hesitate to push a hard negotiation. Neither is better — they're built for different seats.
It's style, not skill. DISC predicts how someone prefers to work, not how capable, intelligent or honest they are. That's exactly why we pair it with the maths, spelling and typing tests — and why it should never be the sole reason to hire or reject.
This is where a generic personality test falls down. Our report interprets results against the roles you're actually hiring for — not an abstract readout. Use these as a guide to fit, never as a pass/fail gate.
Within moments of a candidate finishing, you receive a single branded report. Here's how to read it without needing to be an occupational psychologist.
The report highlights the one or two dominant DISC dimensions. That's the quickest read on how the person will show up day to day — and the first thing to sense-check against the role above.
Spelling, maths and typing are scored on their own. A brilliant communicator who can't produce an accurate completion statement is a training cost you want to see coming.
The most useful signal is often the lowest dimension — it tells you where a strong candidate will need structure, supervision or a well-matched teammate.
Use the profile to probe, not to decide. If someone scores low on detail, ask how they keep paperwork on track — and listen for a real answer.
Want to see exactly what lands in your inbox?
Click here to see a sample report →Send it once someone clears an initial sift. You walk into the interview already knowing where to dig, and you stop wasting first interviews on candidates who were never going to fit the seat.
Have your top negotiator and your best property manager take it. Their profiles become your yardstick — you're now hiring against what actually works in your branch, not a textbook.
Behavioural fit gets someone into the role; the skills scores tell you what they'll cost to bring up to speed. Read both before you decide.
The same profile that helps you hire helps you manage. It shows a new starter how to work with their manager, and helps you balance a team so strengths cover each other's gaps.
An aptitude test is one input, not a verdict. DISC measures behavioural preference — not ability, potential or character — so it should inform your judgement, never replace it, and never be the sole basis for rejecting a candidate. Combine it with the skills results and a structured, consistent interview, apply it the same way to everyone, and you get a fairer, more defensible hiring decision than gut feel alone.
Test a candidate when you need to, or go unlimited when you're hiring across the branch. No setup fee, no long tie-in.
DISC is a behavioural model that describes how a person tends to work, across four styles: Dominance, Influence, Steadiness and Conscientiousness. In estate agency, it helps predict whether a candidate is naturally suited to a fast-paced, target-driven negotiator role or a steadier, detail-focused property-management role. It measures behavioural style, not ability or intelligence, so it should always be combined with practical skills tests and a structured interview.
Strong negotiators typically show higher Dominance and Influence — drive, resilience to rejection, and natural rapport and persuasion. Property managers and lettings administrators often score higher on Steadiness and Conscientiousness — patience, reliability, process and attention to detail. These are guides for fit, not pass or fail thresholds.
Yes. The report interprets results against real estate-agency roles — negotiator, valuer, property manager, lettings administrator and branch manager — rather than giving a generic personality readout. The skills tests reflect the numeracy and accuracy the job actually demands, such as fee and completion-statement maths and error-free listings and correspondence.
£26 per candidate as a one-off, or £80 a month for unlimited candidate testing. No setup fee and no long tie-in.