WorkDNA is a Real-World Human Intelligence OS. It turns each person's skills, assessments, and real work signals into a human_skill.md — a readable profile for people and AI alike. We are anti-ranking by design: no single permanent number defines anyone. Scores measure fit to a context, so the person who is "not a fit" for one role can be the best fit for another.
Why we stopped grading people with A–D and what we measure instead. Two versions: plain & emotional, or detailed & honest about what the science does and does not prove.
Open the complete USER_GUIDE.md directly in WorkDNA, including usage flows, screenshots, Resource OS, Recruitment OS, and practical operating guidance.
PDCA, SWOT, SMART, 5W2H, fishbone and 5M1E as working features — blameless cause analysis, honest goal checks, locked predictions, guardrails, and the "done ≠ worked" loop. Journeys with real screenshots, plus the full theory paper. New in the classroom: Critical Thinking — think before you commit.
A plain-language primer for every test: where it comes from, what it measures, how to read your result — and how to communicate with each type.
What the 10-dimension readiness radar means, how to read AI Amplification and confidence, and how the training gym sharpens your judgment with an AI that plays fair — it warns you it sometimes plants traps.
Meet your AI assistants: they read your team's signals, draft the message or agenda for you, and — only when you approve — take the action. You stay in control the whole way.
A quiet, private nudge that tells you who in your company is your best complementary match — the person whose strengths line up with exactly where you're still growing. Nothing shows until you both want to know.
Import a transcript or connect your calendar, and let it turn a meeting into decisions, action items, and a digest — reviewed by you before anything becomes official, and turned into real tasks that stay in sync.
Recognition that never turns into a points farm, a blind lunch pairing across departments, a sports day run like real software with DNA-balanced teams, and honest measurement that says so when an effect is too small to trust.
Pick the business problem you actually have, and WorkDNA checks whether your people, skills, capacity and AI setup can carry it — then turns the gaps into draft OKRs, tasks and training that you approve before anything moves.
Marketing broken into five things you can actually grade, with eight practice missions to learn on and three scored work-sample tasks as the evidence — and a certification that only ever says what was assessed, on what evidence.
Watch how WorkDNA develops each person's AI DNA: self-understanding, critical AI use, Human Edge, and growth with AI without reducing people to a single score.
Watch how WorkDNA turns recruiting from a basic ATS into an operating system that starts with real work, builds a role skill matrix, creates Candidate Skill Passports, opens assessments only when useful, and helps interview panels decide from shared evidence.
Watch Resource OS explained from weekly heatmaps and percent provenance to warning radar, rebalance, forecasts, and AI-agent use with human accountability.
Sign in with any demo persona to explore every feature with realistic data.
DemoPass123!Owner / HR / Manager
[email protected] — Aria, Founder & CEO — full access across the organization.[email protected] — Co-CEO, executive owner — enterprise-level view.[email protected] — Hana, Head of People — org-wide talent, recruitment, assessments.[email protected] — Mann, Engineering Manager — leads a team of 5.Employees
[email protected] — Ploy, Senior Product Engineer — Visionary, strength zone, high-potential.[email protected] — Krit, Staff Software Engineer — Builder, manager-validated skills.[email protected] — Nina, Data Analyst — Analyzer, drain zone, retention risk.[email protected] — Boss, aspiring Team Lead — Connector, leadership in the growth zone.[email protected] — Tee, Junior Developer — early-career, large skill gaps to grow into.Your working identity. Start by entering your skills — WorkDNA builds your DNA, zones, fit, and growth from there.
What it is: your skills grouped by category, each with a 0–5 level from multiple sources plus evidence. How to use it: add skills, set self-level, passion, and a target; managers can validate. Everything more powerful builds on this.
What it is: your skills mapped across four quadrants of skill × passion — strength, growth, drain, avoid. How to use it: the drain zone (good-at but dislikes) is the burnout / retention warning; rebalance work away from it.
What it is: you synthesized into 11 universal archetypes (0–100) shown as a radar, with your dominant DNA, best-fit work, and risks. How to use it: synthesize your profile and export human_skill.md. Every score is rule-based and explainable.
What it is: your fit score (0–100) for a specific context — a role, a career track, or a project — with every sub-score broken out. How to use it: pick a context and see what lifts or drags your fit. This is anti-ranking made concrete.
What it is: Deployment Fit Index, a read on whether your current work fits your strengths, energy, engagement, and growth. How to use it: read the band, dimensions, and confidence, then adjust work or support before mismatch becomes burnout.
What it is: a sequenced learning path from where you are today to a target career track, prioritized deterministically. How to use it: choose a target track and follow the order, starting with quick wins to build momentum.
What it is: a communication guide built from your DNA, plus a pair mode showing how two people work together and where friction sits. How to use it: read your own guide, or pick another person for a pair guide.
What it is: an AI-readable profile export — a token that shares your verified profile (optionally your human_skill.md) with any external system or AI. How to use it: create a passport, choose what scope to share, and revoke any time. Opt-in by design.
What it is: a prompt-learning library and template shelf by role family. How to use it: learn the prompt anatomy, filter templates, copy a prompt, and adapt it to your real work.
What it is: an AI practice gym with trap, orchestration, boundary, and boss missions. How to use it: practice reps, submit answers, read debriefs, and build belts/evidence for AI readiness.
Rehearse a difficult workplace conversation with AI, receive grounded suggestions, reflect, and retry before using it for real.
What it is: the 6 management tools (PDCA, SWOT, SMART, 5W2H, fishbone, 5M1E) turned into working features — blameless cause analysis, meeting clarity chips, honest goal checks, locked predictions, guardrails, effectiveness loops. How to use it: read the journeys with screenshots in User guide §21.
What it is: a mobile-first place to check in, receive or add tasks, check out, and log actual hours. How to use it: make Daily Work the execution surface so Resource OS, OKR, and performance evidence get real feedback.
What it is: psychometric assessments your organization opens — personality, Big Five, Enneagram, strengths-style, and more (all original content). How to use it: complete an open assessment; results feed your DNA automatically.
Tools for leading a team. Managers see their direct reports; elevated roles can see more.
What it is: a real-time view of your team today — who is doing what, who is quiet, who is overloaded. How to use it: scan activity to help and rebalance work in time.
What it is: your team analyzed for archetype balance, missing roles, communication risk, and recommendations, with a transparent overall fit. How to use it: read the balance, spot the missing style, and act on the recommendations.
What it is: a DNA constellation showing people and team patterns as a graph. How to use it: find clusters, bridges, missing styles, and relationships worth discussing.
What it is: a team-level AI readiness and work-redesign view. How to use it: identify automate, augment, and human-owned work while keeping coaching and guardrails central.
What it is: team membership, roles, and reporting relationships. How to use it: verify manager/direct-report structure before trusting team dashboards.
What it is: a manager cockpit for people, capacity, and risk signals. How to use it: open the team or person detail before deciding how to rebalance work.
What it is: a weekly capacity heatmap. How to use it: scan for healthy load, overload, and sustained pressure, then open the person/team context.
What it is: Resource OS — capacity, allocations, warnings, estimate tracking, rebalance, and AI teammate planning. How to use it: commit work to people/tools and let actuals flow back.
What it is: Strategy Studio and Alignment Studio — choose a business challenge, let WorkDNA prefill from evidence, preview OKR/tasks/resource/training/AI workflow side effects, then commit with human approval. How to use it: turn strategy into an operating loop, not a blank AI-written plan.
What it is: projects with an AI-drafted Project DNA (needed skills + fitting DNA + roles), then everyone matched on six transparent factors with a suggested role each. How to use it: draft Project DNA, review it, then match — best-first with reasons you can open.
What it is: OKR and performance workflows — draft, submit, approve, check in, complete, and connect evidence to skills. How to use it: keep reviews grounded in objective evidence and live progress.
An organization-wide view for HR, owners, and admins.
What it is: an org-wide talent pool you can filter, plus a skill inventory of who has what, and at what level. How to use it: filter to answer "can we do X, and who?" — the basis of staffing and hiring plans.
What it is: organization-level DNA — archetype distribution, skill gaps (track demand vs. employee supply), high-potential, and a retention / burnout radar. How to use it: read the distribution, gaps, hipo, and risk to plan strategically.
What it is: an organization AI readiness heatmap, role playbooks, demand signals, and training campaigns. How to use it: create campaigns, assign people, and verify practiced-count feedback.
What it is: an HR validation page that checks whether DFI snapshots relate to retention, well-being, and OKR progress. How to use it: read r, n, caveats, and longitudinal results before making stronger claims.
What it is: pilot metrics for rollout and adoption evidence. How to use it: track whether the product is actually changing work before scaling it.
What it is: end-to-end hiring — create requisitions and let AI match external candidates to each role. How to use it: open a requisition, add candidates, and match for a ranked, explainable shortlist. Humans still decide.
What it is: an organization-level skill view. How to use it: inspect skill supply, gaps, and evidence across teams before planning hiring or training.
What it is: an admin tool to manage the assessment library and choose which psychometric sets employees take. How to use it: enable the sets you want; employees then see them under Assessments.
Tenant setup, imports, integrations, SSO, API keys, billing, and audit controls.
What it is: administration — manage members, set roles, invite people, and review the audit log. How to use it: invite by email, assign roles, and check the audit trail of who did what.
What it is: governance settings for AI DNA taxonomy, role playbooks, privacy controls, and auditability. How to use it: keep AI recommendations transparent and human-centered.
What it is: admin management for prompt templates. How to use it: maintain role-specific prompts with safe defaults and localization.
Write your team's own courses — AI drafts from your documents, but only a person can publish, and only after the quality gate (option length, answer position, complete rationales) lets it through to learners.
What it is: OIDC SSO and SCIM provisioning. How to use it: connect identity, create SCIM tokens, and revoke tokens when no longer needed.
What it is: dataset import/export. How to use it: import employees or skills and export tenant-scoped data when policy allows.
What it is: HCM/LMS/project connections, webhooks, mappings, xAPI, roster sync, and writeback. How to use it: test, sync, monitor events, recover, and delete with impact confirmation.
What it is: tenant API keys for automation. How to use it: create named keys, copy once, store securely, and revoke when done.
What it is: billing and subscription visibility. How to use it: confirm the right tenant plan/contact before rollout.
What it is: the audit trail for important actions. How to use it: review role changes, imports, integrations, and admin activity during governance or incidents.
One orchestrator with scoped agents — shortcuts to the same engines that power the feature pages.
What it is: nine AI agents behind one orchestrator — Human DNA, Skill Matrix, Career Fit, Project Matching, Team DNA, Growth Path, Coaching Guide, Organization DNA, and Candidate Match. Each reuses the same engine as its feature page, with access enforced per agent scope (self / manager / hr). How to use it: pick an agent, fill its input, and invoke.
The core vocabulary WorkDNA uses everywhere.
A universal language shared by Human DNA, TeamDNA, Org DNA, and Matching.
Use archetypes as a working-language, not labels for judging people. The strongest teams combine several types: direction, strategy, building, operation, evidence, creativity, connection, teaching, challenge, stability, and finishing.
Visionary
sees future possibilities and sets where to go next.
Fits work like
new bets, product direction, market shifts, long-range planning.
What they add
turns weak signals into a compelling destination.
Pair or develop
Strategist or Operator support so ideas become sequenced action.
Simple example
spots that a customer workflow will change before the market says it loudly.
Strategist
turns ambiguity into a sequenced plan and smart trade-offs.
Fits work like
roadmaps, prioritisation, operating models, portfolio choices.
What they add
makes choices visible and links decisions to outcomes.
Pair or develop
Builder and Connector support so the plan survives reality and adoption.
Simple example
chooses what not to build this quarter so the critical launch can win.
Builder
makes it real — ships working products and systems.
Fits work like
engineering, prototyping, systems, tools, launch execution.
What they add
converts concepts into usable assets people can touch.
Pair or develop
Visionary input for direction and Finisher support for closure quality.
Simple example
turns a rough project idea into a working internal workflow in days.
Operator
keeps things running reliably — process, cadence, follow-through.
Fits work like
operations, delivery cadence, SOPs, service reliability, handoffs.
What they add
reduces chaos and keeps work predictable under load.
Pair or develop
Challenger or Creator energy so process does not become inertia.
Simple example
keeps weekly delivery, ownership, and blockers visible without drama.
Analyzer
reasons from data and evidence to find the real signal.
Fits work like
research, analytics, diagnostics, QA, forecasting, decision evidence.
What they add
separates signal from noise and improves decision quality.
Pair or develop
Connector or Teacher support so insights become shared action.
Simple example
finds that delays come from review queues, not engineering speed.
Creator
generates new ideas, design, and content.
Fits work like
brand, product experience, campaigns, content, concept design.
What they add
creates fresh options when the old playbook is too narrow.
Pair or develop
Strategist and Finisher support so ideas land with focus and polish.
Simple example
reframes a dry internal tool into an experience people want to use.
Connector
builds relationships and moves information across people.
Fits work like
stakeholder alignment, partnerships, sales, community, cross-team work.
What they add
gets context moving so people stop solving in silos.
Pair or develop
Analyzer support for evidence and Operator support for repeatable follow-up.
Simple example
gets product, sales, and support aligned before a customer issue escalates.
Teacher
makes others better — explains, coaches, lifts the team.
Fits work like
enablement, onboarding, coaching, documentation, capability building.
What they add
turns individual knowledge into team capability.
Pair or develop
Builder or Operator support so learning attaches to real work rhythm.
Simple example
turns one expert's method into a repeatable playbook for the team.
Challenger
pushes further, questions the status quo, drives the edge.
Fits work like
innovation pressure, turnaround, negotiation, risk review, competitive moves.
What they add
prevents comfortable teams from accepting weak answers.
Pair or develop
Stabilizer or Connector support so challenge raises standards without breaking trust.
Simple example
asks why a launch target is safe enough and exposes a better path.
Stabilizer
brings calm, consistency, and psychological safety under pressure.
Fits work like
people leadership, incident recovery, quality culture, long-running teams.
What they add
keeps trust and continuity when pressure rises.
Pair or develop
Challenger or Visionary support so stability still moves forward.
Simple example
slows a tense meeting enough for the team to make a clean decision.
Finisher
closes the loop — finishes what's started, with quality.
Fits work like
launch readiness, QA closure, compliance, delivery assurance, acceptance.
What they add
protects the last mile: detail, accountability, and done-means-done.
Pair or develop
Creator or Visionary support so closure does not narrow ambition too early.
Simple example
catches the last release risk before a project goes live.
WorkDNA — Real-World Human Intelligence OS · the right people on the right work, growing the right way, on teams built for the real mission.