From Teleias
Hire the three hundred.
The Gideon Index is an eight minute behavioral assessment that shows you who fits the mission before you hire them. One test. Every role. A single number your whole team understands.
Client report
Jordan Mitchell
Producer and Recruiter benchmark
Strong match
Connector
Leadership orientation
Why Gideon
In Judges 7:4 to 7, Gideon started with thirty two thousand volunteers. God filtered them twice. First the fearful went home. Then came a simple observed test at the water, and three hundred remained. The battle was won with the three hundred.
Selection by observed behavior is the oldest hiring principle in history. The Gideon Index brings it to your organization: a short, honest behavioral measure that identifies the right few for the role, the team, and the mission.
How it works
Invite
Send a link. Candidates finish in about eight minutes.
Benchmark
Pick a role profile or shape your own target zones.
Decide
Get a Fit Index, a style read, risks to probe, and interview questions built for this exact candidate.
What it measures
Ten work behavior dimensions on every assessment, whatever the role. Two of them report a position between two equally respectable poles rather than a high or low score.
Drive
Urgency, goal pursuit, and a bias to action.
Influence
Persuasion, social energy, presence, advocacy.
Composure
Stress tolerance and an even keel under conflict.
Precision
Detail focus, quality standards, error vigilance.
Structure
Planning, process adherence, follow through.
Adaptability
Change comfort, ambiguity tolerance, learning agility.
Service Orientation
Helpfulness, patience with people, going beyond.
Leadership Orientation
A position between Leads People and Masters Craft.
Environment Alignment
High volume and metrics, or depth and autonomy.
Professional Standards
Raising concerns properly and keeping honest records.
The style quadrant
Four styles, read from the scores: Driver, Connector, Anchor, and Guardian. None of them is the good one.
Built to be honest.
No right answers to memorize.
Scoring matches people to roles, not to a virtue scale.
No two tests alike.
Every assessment assembles itself from a rotating bank of three hundred statements.
Signal you can trust.
Built in consistency checks flag careless or coached responses.
For teams, not just hires.
Run your current team through the Index and see your culture on one page: style balance, strengths, gaps, and the profile your next hire should bring.
Team report
Current Team Q3
7 members
Style distribution
Coverage gap
No natural Guardians. Work that needs a measured, results focused owner currently has no owner.
A sample report
Anonymised demo data. The client report leads with the Fit Index and the band, shows every dimension against its target zone, and closes with the two risks worth probing and three interview questions written for this candidate.
Client report
Jordan Mitchell
Producer and Recruiter benchmark
Strong match
Connector
Leadership orientation
Strong match
85 to 100
Risks to probe
- Structure sits below the target range. Ask how they keep a pipeline honest when the week gets loud.
- Fast pace with high people focus can lose discipline late in a quarter. Probe for the follow through they own.
Structured interview guide
- Walk me through how you planned last quarter before it started.
- Tell me about a commitment you kept when nobody was checking.
- When a deal stalled, what did you change first and why?
The Gideon Index measures work behavior preferences. Use it as one structured input alongside interviews, references, and job related qualifications. It is not a sole basis for an employment decision.
Pricing
$39.99
per assessment
Candidate report and client report included. Team analytics included. Volume pricing for 50 or more, talk to us.
Buy assessmentsQuestions
How long does it take?
About eight minutes. Fifty questions, one per screen, and every answer saves as it is made, so a candidate can close the tab and pick up where they left off.
What do candidates see?
Their own developmental profile: their style, their strengths, and what a teammate would find useful about working with them. It is theirs to keep. They never see the Fit Index, the benchmark, or which trait a question feeds.
Can it be gamed?
There is no answer key to circulate. Every assessment is assembled at the moment it starts from a rotating bank of three hundred statements, and the two options in each pair are matched for how attractive they sound, so there is no nicer side to reach for. Built in checks flag careless or coached responding. Nothing in the assessment tells a candidate which direction counts as good.
Is it fair to use in hiring?
It measures normal range work behavior preferences and makes no medical, clinical, or psychological determination. Every benchmark stores a written reason those traits matter for that role, and selection rates are monitored by group so a benchmark that needs review gets flagged. Use it as one structured input alongside interviews, references, and job related qualifications. It is not a sole basis for an employment decision.
How do benchmarks work?
A benchmark is a target range on each dimension, with a weight from one to three. Start from a role profile, clone it, and drag the ranges to fit the job. Fit is distance from that target, so more is not automatically better: a role that needs a measured pace scores a very fast candidate as a different profile, not a stronger one. Professional Standards is measured on every assessment, always counts upward, and cannot be adjusted.
How do team reports work?
Tag a group of completed assessments as a cohort and the team report puts the whole group on one page: where everyone sits in the style quadrant, the balance across styles, team strengths, coverage gaps, the culture read, and the profile your next hire would most add.
This assessment measures normal range work preferences. It is not a medical, clinical, or psychological evaluation and makes no such determinations.