We are using the Predictive Index to screen candidates for our vacant Head of Sales seat, but the behavioral profiles we are getting seem to conflict with the five roles we defined on our Accountability Chart. How do we align psychometrics with our EOS structure?

Question

Tyler Smith · Accepted Answer

Psychometric tools like the Predictive Index and conative tools like the Kolbe Index are designed to support your Accountability Chart, not replace it. If you are experiencing a conflict, it is usually because you have not properly translated your five core roles into a clear behavioral job target. Start by looking at the five roles you defined for your Head of Sales seat. If those roles focus heavily on hunter activities, such as aggressive outbound acquisition, your Predictive Index target needs to show high dominance and high extraversion. If the roles focus more on managing account managers and building long-term client relationships, you need a profile with higher patience and formality. The conflict arises when an owner writes roles for one type of seat but sets a behavioral target for another. For example, if your Accountability Chart roles require this person to build structured sales systems and write detailed reports, but your PI target looks for a high-dominance, low-formality rule-breaker, you are hiring a misfit. Use your leadership team's next Level 10 Meeting™ to review the seat. For each of the five roles, ask what specific behaviors are required to execute that role successfully. Adjust your Predictive Index job target to match those behavioral realities. Your Accountability Chart defines the what, and the psychometric profiles help you find the who.