Strong Match
The candidate’s profile aligns closely with the role-specific target and warrants moving forward in the interview process.
The TA-12™ Assessment, Explained.
The result is a clearer picture of who’s truly aligned with the role—not just who looks good on paper.
What the assessment measures
Go Beyond What Candidates Say in an Interview.
A résumé tells you what someone has done.
An interview tells you how well they can present themselves.
The TA-12™ Assessment provides another layer of insight by evaluating 12 behavioral and cognitive indicators that can influence how someone performs on the job.
8
Behavioral Traits
These indicators help reveal how a candidate is naturally wired to communicate, collaborate, respond to challenges, follow structure, take initiative, and operate within the demands of the role.
4
Cognitive Indicators
These indicators evaluate how a candidate processes information and approaches different types of problems:
- Logical Problem Solving
- Vocabulary
- Rapid Problem Solving
- Spatial Visualization
Together, these 12 indicators create a more complete picture of the candidate, before you make the final hiring decision.
How the process works
How TA-12™ Powers Our Done-for-You Recruiting Process.
TA-12™ gives Team Architects a structured way to evaluate each candidate before deciding who deserves your time.
Step 01The Candidate Completes the TA-12™ Assessment
The candidate is evaluated across eight behavioral traits and four cognitive indicators.
Step 02The Results Are Compared With a Role-Specific Profile
The candidate’s results are measured against a profile reflecting the behavioral and cognitive demands of the position, not a generic standard applied to every role.
Step 03The Candidate Receives a Clear Match Classification
The system classifies the candidate as a strong, potential, or weak match, helping Team Architects determine who should move forward and what requires further investigation.
Step 04Team Architects Conducts the Initial Interview
Our recruiting team meets with promising candidates to evaluate their experience, qualifications, communication, and overall suitability for the role.
Insights from TA-12™ help us ask more focused questions and investigate potential strengths, concerns, and areas of misalignment.
Step 05You Meet a Shortlist of the Strongest Candidates
Only the strongest candidates are presented to you for a final interview.
By the time you meet them, each candidate has completed TA-12™, been evaluated against the role-specific profile, and participated in an initial interview with Team Architects.
You make the final hiring decision, with deeper insight into every candidate you consider.
Three clear categories
A Faster Way to Identify Who Deserves a Closer Look.
TA-12™ organizes assessment results into three easily understood classifications.
Potential Match
The candidate demonstrates partial alignment. Additional questions can help determine whether the gaps are manageable or significant.
Weak Match
The candidate’s assessment indicates meaningful misalignment with the behavioral or cognitive demands of the position.
These classifications do not make the hiring decision for you. They give you a clearer framework for deciding where to invest your time and what to investigate next.
More than a personality test
Personality Matters. But It Isn’t the Whole Picture.
Many well-known workplace assessments focus primarily on personality, communication style, or work preferences.
Those insights can be valuable, but they do not provide a complete picture of how someone may perform in a particular position.
The TA-12™ Assessment combines behavioral and cognitive indicators and compares them with the specific demands of the role.
Traditional Personality-Only Assessments
- Primarily evaluate personality or working style
- May apply the same general framework across different positions
- Often require the employer to interpret the results independently
- May provide limited guidance for the interview process
- Typically do not include a broader hiring and onboarding system
The TA-12™ System
- Evaluates eight behavioral traits and four cognitive indicators
- Compares candidates with a role-specific target profile
- Produces a clear match classification
- Provides insights that guide candidate interviews
- Connects assessment data with a structured hiring process
- Supports onboarding, training, and ongoing performance management
TA-12™ does not replace human judgment. It gives you better information on which to base that judgment.
Role-specific by design
We Don’t Just Recruit. We Define What Success Requires.
Finding generally capable people is not enough.
The right candidate for one position may be completely wrong for another.
Before evaluating candidates, Team Architects helps clarify:
- The responsibilities of the position
- The behavioral traits the role demands
- The level and types of problem-solving involved
- The experience and capabilities required
- The expectations against which performance will be measured
Candidates can then be evaluated against the actual position, not merely against a résumé checklist or a hiring manager’s first impression.
Role profiles
More Than 15 Proven Role Profiles, Plus Custom Options.
Team Architects has established profiles for more than 15 positions, including:
- Chief Executive Officer
- Chief Operating Officer
- Chief Financial Officer
- Director of Operations
- Executive Assistant
- Sales Manager
- Lead Manager
- Acquisitions Manager, In Office
- Acquisitions Manager, In Field
- Sales and Dispositions Manager
- Transaction Coordinator
- Marketing Manager
- Project Manager
- Construction Manager
- Client Success Lead
Don’t see the position you need?
Team Architects can develop a custom role profile based on the demands of your business and the position you need to fill. Additional fees may apply for custom-profile development.
After the hire
Finding the Right Person Is Only the Beginning.
Even a strong candidate can struggle without clear expectations, effective training, and a structured onboarding process.
That is why the TA-12™ System extends beyond candidate assessment.
Depending on the service selected, Team Architects provides resources designed to help you integrate, train, and manage your new hire successfully.
Onboarding Frameworks
Give new hires a clear path from their first day through their initial months in the position.
Role-Specific Training Guides
Help team members understand the responsibilities, expectations, and processes associated with their roles.
Performance and KPI Templates
Establish measurable expectations and evaluate progress during the critical first 30, 60, and 90 days.
Management and Retention Resources
Use clearer expectations, communication, and accountability to give strong employees a better foundation for long-term success.
Ready to make your next hire with greater confidence?
Let’s Discuss the Role Your Business Needs Next.
Schedule your free strategy call to tell us about the position you need to fill, the hiring challenges you’re facing, and the person your business needs next.
We’ll explain how Team Architects and the TA-12™ Assessment can help you approach the search with greater clarity and confidence.
Schedule a Free Strategy CallFAQ
Frequently Asked Questions
How is TA-12™ different from a traditional interview?
Traditional interviews rely heavily on a candidate’s answers, experience, confidence, and ability to make a strong impression.
TA-12™ adds structured behavioral and cognitive data to the process. This allows you to enter the interview with a clearer understanding of the candidate and specific areas to validate, rather than attempting to evaluate everything from scratch.
The interview remains important, but it becomes a more informed conversation.
Is TA-12™ simply another personality test?
No. TA-12™ evaluates eight behavioral traits and four cognitive indicators.
It then compares those results with a role-specific target profile, helping Team Architects assess how well the candidate’s natural tendencies and problem-solving capabilities align with the position.
Does the assessment make the hiring decision?
No.
TA-12™ is a decision-support tool. It helps identify stronger potential matches, possible concerns, and areas that warrant further investigation.
Team Architects conducts its screening and evaluation process, but you always conduct the final interview and decide who joins your company.
Does Team Architects interview candidates for me?
Yes. As part of our done-for-you recruiting service, Team Architects conducts an initial live interview with promising candidates before introducing the strongest contenders to you.
During this conversation, we evaluate each candidate’s experience, qualifications, communication, and suitability for the role. We also use insights from TA-12™ to investigate areas that deserve a closer look.
You conduct the final interviews and make the final hiring decision.
How long does the TA-12™ Assessment take?
The assessment takes approximately 45 minutes to complete.
How quickly will I receive results?
Individual assessment results can be scored quickly, but the complete recruiting timeline depends on the position, market, and requirements of the search.
On average, Team Architects clients make their first hire within approximately three to five weeks of onboarding. Specialized or senior leadership searches may take longer.
How much time can TA-12™ save me?
The greatest time savings come from focusing your attention on stronger potential matches.
Instead of personally screening every applicant or interviewing candidates based primarily on their résumés, you meet a shortlist of people who have already completed the assessment and the initial vetting process at Team Architects.
What if I’ve already made several bad hires?
That is exactly the problem TA-12™ was designed to address.
It replaces an inconsistent, intuition-driven approach with a repeatable process for defining the role, evaluating candidates, investigating areas of concern, and making a more informed final decision.
What roles do you have profiles for?
Team Architects has profiles for more than 15 positions, including executive leadership, sales, operations, marketing, and support roles.
If an existing profile does not fit your needs, Team Architects can develop a custom profile for the position. Additional fees may apply.
Can TA-12™ help with onboarding?
Yes. Team Architects provides resources for onboarding, training, performance management, and employee development.
Available resources may include onboarding frameworks, role-specific training materials, compensation templates, and performance-review tools, depending on the service selected.
How does the system support employee retention?
Retention begins with alignment between the person and the position, but it does not end there.
TA-12™ helps identify candidates whose behavioral and cognitive profiles align with the role. Team Architects then provides resources that help establish clearer expectations, onboarding, training, communication, and performance management.
No system can guarantee that an employee will stay, but stronger role alignment and better management can create a better foundation for long-term success.