A qualitative matching is the optimal adjustment of a multitude of characteristics that go beyond simple matching.

This matching is for example: Can you program – yes/no. This is called mapping, because it is the simple matching of supply and demand, 1 or 0, whereas matching is the application of complex mathematical and statistical models to get all properties under one roof.

Our matching applies these models to scientifically based psychology. It combines psychology with data on value systems and team roles. To then expand on these using project data such as skills, working methods and communication. We process this complexity of matching in our learning algorithm – KīManaō. So that team members find each other who really fit together.


We go beyond simple personality analysis. Of course we use psychologically based models to record a personality profile via our questionnaires. But we extend this profile with quantitative and qualitative data.

We achieve this by combining several models. This enables us to analyse several individuals in a group context, thus providing real added value for teams and their companies. An unfolding of personal potential with the further development of entire teams.

Because for us, a good matching delivers an optimally heterogeneously coordinated team. Always with reference to the respective project. Colleagues fit when they complement and strengthen each other. Then every employee has the skills for the assigned tasks. This is how innovative ideas and effective implementation are created.


Value systems
Values are deeply rooted in us. They influence us in our daily thoughts and actions. They are the basis for what drives us and is important to us.

Type Psychology
Models in type psychology work with question-answer pairs. Scales are used to determine values in constructs. They derive a psychological type of a person. We determine these type characteristics in order to grasp people in their manifold characteristics. We understand that people have several characteristics and that these influence each other in a group.

Role models
There are different roles in every team. Strategists, visionaries, doers or team players. Depending on the situation and group constellation, a person embodies different roles to different degrees. The art lies in the right combination of roles. That is why people with some tasks do themselves easier or harder. We determine the ideal match between roles and tasks to promote a team.

How we work
A successful team has a good common working method. We determine the individual working method of each team member in order to adapt it to a working group. Through the working methods of over 1,000 users, working time models and technical practices, this workflow model was developed and is reflected in its practical application.

Whether in chat, on the phone or in a video conference, it is not possible not to communicate. That is why this part is of particular importance for an ideally coordinated team. Communication models derived from personality types help the group to find a common consensus. We provide the transparency for this.

If all the above-mentioned aspects are optimally coordinated, then we call the team Design. The matching in our algorithm KīManaō calculates the necessary basis for this. With each calculation the algorithm learns more and can thus better support people in their collaboration.

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