Three short tests, about twenty minutes.
Each person takes the Big Five (50 public-domain research items), a working-styles assessment (38 items) and an Enneagram questionnaire (36 items). Plain language, no trick questions, and everyone sees their own results before anything is shared.
A profile with the scores kept in.
Throughline records how strongly each pattern shows for each person, not just which box they land in. Two people with the same headline style get different guidance, and every result shows how clear a read it is.
Maya Okonkwo
Influence (I) · Product marketing
Warm and quick to commit. Reads a room fast and brings people with her — and will say yes in the meeting before she has weighed the cost.
Your team, mapped pair by pair.
Throughline writes a practical guide for every pair on the team — where they work well together, where they'll misread each other, and what each side can do. Then it reads the team's shape: where it's strong and what it tends to miss.
GraceD
MayaI
DanaS
RaviI
TomC
Maya and Ravi — both read agreement as agreement. Decisions here get made twice: once in the room, once afterwards.
team map · pair agreement
Answers inside the assistant you already use.
Connect Throughline to Claude or ChatGPT once. From then on, when a question involves a colleague, your assistant reads their real profile — and shows you what it based the answer on.
Example: Have the right conversation
I need to give Maya tough feedback on the launch report. How should I open?
Lead with genuine, specific appreciation — for Maya the relationship is the stakes, so reassurance is the payload, not padding. Keep it to one behaviour, in private, and close on explicit confidence. Then reconnect socially within a day or two — for her profile, distance afterwards is what festers.
grounded in: maya/feedback.md · playbooks/critical-feedback.md
And if it were Tom instead?
Different opening. Tom's profile is the mildest on the team — straightforward, kind delivery works, and heavy staging would feel odd. A direct fifteen-minute conversation and one normal follow-up is enough.
same question · different person · different answer
Three tests, because one is never enough.
Each test answers a question the other two can’t. Throughline runs all three and reads them together.
Big Five
What is this person like?
Five traits — openness, conscientiousness, extraversion, agreeableness and emotional stability — each measured as a score. It is the most researched model in personality science, and Throughline uses the public-domain research items, so anyone can inspect the questions.
On its own — A percentile doesn't tell you what to write to someone on a Tuesday afternoon.
Working styles (DISC)
How does that show up at work?
Four styles — Dominance, Influence, Steadiness and Conscientiousness — describing pace, directness and how someone takes correction. It is the language teams actually use, and Throughline keeps the scores behind the letter.
On its own — Stop at the letter and two very different people get the same advice.
Enneagram
Why do they do it?
Nine patterns of motivation: what someone is moving toward, what they avoid, and how they change under pressure. It is the only one of the three that asks about intent rather than behaviour.
On its own — Motivation is self-reported, so Throughline shows how clear the read is and cross-checks it against the Big Five.
Where the three agree, the guidance gets sharper. Where they differ, Throughline shows you the difference instead of hiding it — and that is usually the most useful thing in the profile.
See how you work in six minutes
Free, no sign-up. Then bring your team in, free for five people.
What Throughline gives you.
Individual profiles
How each person takes feedback, makes decisions and behaves under pressure — in plain language.
Pair guides
For any two people on the team: where the friction comes from, and what each side should do.
Team composition read
The shape of the whole team — what it is strong at, and what it systematically misses.
Manager playbooks
Ready structures for one-to-ones, critical feedback and delegation, fitted to the person.
Three tests, because one lens is never the whole person.
Each one answers a question the other two can’t. Read together, they tell you how to work with someone — not just what to call them.
Big Five
What someone is like
The research-grade backbone, scored on continuous scales. Fifty public-domain items you can inspect yourself.
Working styles
How that shows up at work
Pace, directness, detail and risk — the vocabulary a whole team can learn in an afternoon and use in a real conversation.
Enneagram
Why they do it
What drives someone and what they avoid, which is what tells you how to motivate and keep them.
The Big Five carries the measurement weight, working styles give the team a shared language they can use by Wednesday, and the Enneagram adds the motive underneath. Every piece of guidance says which of the three it stands on.
Questions about how it works.
Four things, all of them readable by your assistant rather than filed somewhere.
A profile for each person, in plain language — how they take feedback, make decisions and behave under pressure. A reading for every pair, naming where the friction comes from and what each side should do. A read on the whole team, including what it systematically misses. And ready structures for one-to-ones, critical feedback and delegation, fitted to the specific person.
See it answer questions about a real team.
A demo takes twenty minutes — bring the trickiest working relationship you've got.
See pricingTell us what you’re working on.