A Team DNA Profile is built by gathering structured input from your existing high-performing team members about the specific traits and behaviours that drive success in your organisation. This input is processed to produce a weighted benchmark — the Team DNA Profile — against which every new candidate is automatically scored during their video interview, generating a Trait Alignment Score.
Step 1 — Input: structured team survey
The process begins with your existing team. High-performing team members complete a structured survey that captures the specific traits, behaviours, and working styles that characterise how they operate. This is not a general personality questionnaire — it is a targeted exercise designed to surface the specific patterns that predict success in your particular team context.
The quality of the output depends on the quality of this input. The survey is designed to minimise subjective self-reporting effects — focusing on specific, observable behaviours rather than abstract self-assessments.
Step 2 — Processing: weighted benchmark
Survey responses are processed to identify which traits cluster most consistently among your high performers. Traits that appear consistently across respondents are weighted more heavily in the benchmark; traits with high variance are weighted less. The result is a Team DNA Profile: a weighted map of the specific behaviours that predict success in your team.
This benchmark is organisation-specific and role-specific. It reflects what actually works in your context — not population norms, not industry averages.
Step 3 — Scoring: Trait Alignment Score
Every candidate who completes a video interview is automatically scored against the Team DNA Profile. Their responses are analysed for evidence of each trait in the benchmark, and a Trait Alignment Score is generated — broken down by individual trait so hiring managers can see exactly where alignment is strong and where it is weaker.
The full transcript of each response is retained alongside the score, so reviewers can read the evidence behind any score rather than relying on the number alone. Every score can be overridden by a human reviewer.
Step 4 — Refinement over time
The Team DNA Profile improves as the organisation hires and gathers performance data. When quality-of-hire outcomes are tracked alongside Trait Alignment Scores, the benchmark can be refined — identifying which traits most strongly predict the performance outcomes that matter most. Over time, the profile becomes an increasingly precise predictor calibrated to your specific organisation.
Team DNA Profile in Palantrix
Palantrix automates the entire Team DNA Profile process: from the structured team survey through to the weighted benchmark and automatic candidate scoring. Setup takes hours, not months. Every subsequent candidate is scored automatically, giving your hiring team a ranked shortlist with no manual scoring overhead.
See how it works →Frequently Asked Questions
How many team members do I need to build a Team DNA Profile?
A meaningful starting profile can be derived from as few as three to five high-performing team members. The more contributors, the more robust the benchmark — but a small, well-chosen sample of genuine high performers produces a more useful profile than a large sample that includes average performers.
Does the Team DNA Profile need to be updated?
It should be reviewed periodically — typically annually or when the team composition changes significantly. As the organisation grows and the role evolves, the traits that predict success may shift. Updating the profile ensures the scoring benchmark stays calibrated to current reality.
Is the Team DNA Profile affected by the EU AI Act?
Yes. Under the EU AI Act, AI systems used in employment decisions are classified as high-risk, which means the scoring model must be transparent and explainable. The Team DNA Profile — as the basis for candidate scoring — must be documented, auditable, and grounded in job-relevant criteria. Palantrix's implementation is designed to meet these requirements.
What if my team is new and I don't have established high performers to survey?
Founders or hiring managers can define the benchmark based on the traits and behaviours they are seeking, informed by the characteristics of high performers in equivalent roles at comparable organisations. The profile can then be refined once the team has sufficient tenure to provide performance-validated input.