Technical competencies

Integridad y Confianza

Who should hold the key to the most sensitive part of your company?

In a corporate environment where trust is the most valuable asset, the question is not who seems honest, but who stays honest under pressure.

This test assesses honesty, ethical conduct and reliability in high-risk contexts, with 60 validated items and a maximum score of 600 points.

Which risks it helps mitigate

The assessment identifies a person’s propensity in the situations where a misplaced trust costs the most.

Cash and valuablesRoles that handle money, collections or payment instruments.
Inventory and assetsStock control and custody of physical assets.
Confidential informationAccess to strategic information and sensitive data.
Fraud and briberyPrevention of fraud, bribery and breach of trust.

What it rests on

Unlike surface-level tests, the instrument is built on six pillars of modern behavioral psychology.

Congruence of values
Whether what the person claims to value matches what they do when nobody is watching.
Integrity theory · Kernis and Goldman
Honesty-humility trait
Sincerity, fairness and the absence of greed, measured as a stable personality trait.
HEXACO model
Moral capacity
How they reason facing a dilemma: recognizing it, judging it, deciding and holding to the decision.
Rest’s model for resolving dilemmas
Psychology of deception
Which external pressures push toward dishonest behavior, and what inhibits it before it happens.
Studies by Dan Ariely
Interpersonal trust
The disposition to trust others, which is the other half of being trustworthy.
Rotter
Social reciprocity
The obligations created by receiving something, and what happens when they are not returned.
Blau

The risk-level matrix

The ethical profile falls into four levels. Each takes up the real width of its range here: more than half the scale is high-risk territory, and the top level is just the tip.

Critical0 – 49 %
Basic50 – 79 %
Solid80 – 89 %
Excellent90 – 100 %

90 – 100 %Excellent

No risk. A profile that holds up under pressure, ideal for autonomous, critical roles.

Reference scale. Each candidate’s position comes from their actual results.

What the organization gains

Safer hiringLowers the odds of bringing in someone who ends up damaging the company’s assets.
Reputational shieldStrengthens the compliance culture from the hiring process itself, not after the incident.
Promotions with criteriaIdentifies who is genuinely ready for a position of high trust, and who is not yet.
Data, not intuitionAn objective report scored out of 600 points, built from 60 validated items.

How it is applied

01They get the linkThe candidate opens it on any device. There is nothing to install.
02They answer at their paceOnline, unsupervised, with no software to download.
03The result arrives on its ownIt lands in the company console the moment they finish.

What you get

A report interpreted by a consultant, not a table of scores. It explains what the result means for the specific role you are filling and what is worth asking in the interview.

Tell us which role you need to fill and we will tell you whether this assessment is the right one.