The science behind the assessment

Migbirds' behavioral assessment is grounded in applied neuroscience research into how people behave at work — their natural tendencies, how they adapt under difficulty, and what drains or energizes them. This page explains what it measures and how matching uses it; to read your own report, see Understanding your results.

How the assessment works

It's a structured questionnaire in four parts: your motivational drivers, the situations that irritate you, how you behave in a team, and how you adapt between normal and difficult conditions. There are no right answers, no time pressure, and no trick questions — it captures tendencies, not performance.

What it measures

• Behavioral profile — your primary and secondary profile among eight ways of working and relating.
• Soft skills — tendencies along scales between two poles; neither pole is "better".
• Adaptability — how your behavior shifts between normal and difficult conditions.
• Irritants — the situations most likely to wear you down.
• Group dynamics — how self-confidence and trust in others combine in a team.

How matching uses it

Each role on Migbirds carries a behavioral expectation — what the work actually calls for. Your signals are compared to that expectation dimension by dimension, producing a behavioral fit score that complements the technical one. Fit is always relative to a role: the same profile can be a strong fit for one mission and a weaker fit for another. That's the point.

What it is not

• It is not a psychological or clinical diagnosis — it predicts working fit, nothing more.
• There is no pass or fail, and no good or bad profile.
• Companies never see your raw answers — only role-relative fit, presented with context.

A model that keeps learning

The scoring model is calibrated continuously against real-world results, so how signals are weighted can be refined over time — always within the principles above.