Artificial intelligence, which understands not words, but the meaning, style of thinking and energy of a person. Next is magic!

Who this is for

Owners / founders

Want a clear, long‑range view of what the team is capable of and where hidden reserves are — to steer the company toward its mission with confidence.

CEOs

Need to eliminate imbalance and ensure every critical function is covered for scale — aligning leaders, decision rights, and resources to board‑level goals.

CHRO / HR leaders

Build and sustain culture by design: understand what motivates people, how values align, and how to unite the team around shared principles without losing individuality.

Top managers

Resolve team conflicts without replacing experts. Get clear playbooks to pair people, tune communication, and make hiring calls with pre‑hire fit.

Founders want to open new horizons — new countries, new product lines, bold shifts. But the team mix and communication patterns don’t support it. There may be only a few people with true creative/reformist thinking in this domain, while stabilizers and operators end up leading innovation streams. Meanwhile, unresolved communication patterns consume energy that should go to new bets. The result: pilots stall and transformation fatigues the team.

Unspoken conflicts

Decisions drag because people “speak different languages.

We give you an interactive Team Map that shows how specific people will interact — with plain‑language commentary for managers on how to talk to each person, what to watch for, and how they prefer to receive and process information. You’ll see the principles of collaboration rendered for every key dyad and group, with practical notes written in the reader’s voice — not academic jargon. Under the surface, we unpack the personality properties that fuel friction: how each person interprets context, makes decisions, and resolves ambiguity. This explains why owners of different decision domains can’t agree — choices that could take 15 minutes stretch into days or months, and the founder is forced to arbitrate repeatedly. The result is lost momentum and leadership fatigue.

How we solve it:
We design a Decision & Authority Map that assigns who decides what based on strengths — people make calls in their natural domains, not where they’re weakest. For each critical relationship we provide Interaction Playbooks: how to brief, when to push/pull, what to delegate, what not to ask for, and where to give freedom so talent shines. The interactive map also lets you simulate future configurations (task forces, new product pods, cross‑functional projects) to see in advance where conflicts may arise and how to prevent them. Conflicts stop consuming executive bandwidth and start resolving themselves by design.

New markets & transformational change

The org is built for “run,” but you need “change.” Energy is trapped; innovators aren’t in the driver’s seat.

We also surface capability sufficiency for each business stream: do you have enough experts to sustain core lines and explore new ones? Where is depth/bench strength thin? Leaders get a clear view of coverage vs. gaps across run and change — so resources aren’t spread too thin and critical bets don’t starve.

Founders want to open new horizons — new countries, new product lines, bold shifts. But the team mix and communication patterns don’t support it. There may be only a few people with true creative/reformist thinking in this domain, while stabilizers and operators end up leading innovation streams. Meanwhile, unresolved communication patterns consume energy that should go to new bets. The result: pilots stall and transformation fatigues the team.

Burnout & low ownership

Values/thinking mismatch leads experts to disengage.

Even top experts shut down when their way of thinking and deciding collides with the team’s. A results‑first engineer placed in a consensus‑heavy environment feels unheard; a conceptual strategist forced into constant firefighting stops contributing new insight. When values, decision criteria, and communication styles don’t match, people retreat, ownership drops, and burnout rises. We surface how each person thinks (concrete vs. conceptual, logic‑driven vs. relationship‑centric, speed vs. thoroughness) and what they value. With that clarity, leaders learn to speak each expert’s language and to recognize strengths that were previously invisible or misread — turning resistance into contribution.

How we solve it:
We map value and thinking differences, restore a common vocabulary, and re‑route work to strengths. We re‑onboard key experts with clear mandates where their talent is trusted, and we adjust decision paths so they don’t have to fight the system to be heard. We also assess psychological levels (including burnout) and include per‑person burnout‑reduction recommendations and motivation profiles in the Team DNA Group Report for leaders to act on. The effect is tangible: engagement climbs, people take true ownership of projects, and burnout drops because contribution finally fits their natural advantages.

Misaligned leadership

Different thinking and decision systems, no shared language.

Leaders reason differently: some are outcome‑driven and concrete, others are conceptual and intuitive; some prioritize logical coherence, others emphasize social acceptance and relationships. Without a shared lens, priorities collide and decisions stall — especially when a new leader “speaks a different language” and the team quietly rejects their style.

How we solve it:
We map each leader’s decision patterns, values, and communication needs; align on a shared decision framework; teach leaders how to speak to different types; and forecast conflict pairs where models of thinking clash — turning ambiguity into clear, evidence‑based choices. For hiring, we run a pre‑hire fit simulation against your team’s profile to predict success (or risk) before you make the offer.

Four concrete problems we solve — and how we solve them.

Why are you hiring us?

Leadership deep‑dive & team workshop

Private readout for leaders, then a team workshop to activate insights; personal guides are sent after.

05

Insight synthesis & Atlas build

Findings become the interactive Team Atlas, the Team DNA group report (PDF), and draft personalized guides.

04

Expert analysis sprint (≈2 weeks)

Senior experts synthesize data (socionics, archetypes, spiral dynamics) into clear, practical recommendations.

03

In‑depth interviews (1.5 hours each)

Comfortable, confidential conversations with each team member. We talk about general, non‑sensitive topics and analyze how they speak (semantics) to surface thinking patterns, strengths, communication style, motivation, and well‑being — a conversation, not a test.

02

Problem framing & objectives (pre‑work)

One focused session to capture mission, goals, pain points, and success criteria.

01

Book diagnostic session

Start with a 45‑minute diagnostic session with an expert. We’ll look at your goals and team context together and confirm whether (and how) we can help.

Ready to see your team clearly?

From focused framing to a decision‑ready

Practical artifacts that make the invisible visible — and help you act with confidence.

What you receive

Team Atlas

Interactive map of roles, relationships, compatibility, and risk — with plain‑language guidance on how to brief each person, what to watch, and where to rely on them.

Team DNA group report

IResearch-based recommendations:

Personal Guide to the Team

A practical manual for the Founder on how to work effectively with their team:

Leadership deep‑dive & team workshop

Includes 15+ hours of live workshops with your leadership team — to decode the results, align understanding, and turn insights into action.

Combining knowledge and technology — how we form insights for your team

Derived from live, semantic interviews that focus on how a person speaks (not sensitive content). Anchors pairing and role calls that stay valid long‑term.

Socionics

Guides leadership presence and communication style; great for coaching and messaging. Revisit as roles/context evolve.

Archetypes

Maps value priorities and readiness for change to align strategy and culture. Refresh every 12–24 months.

Spiral Dynamics

Findings are reviewed by mind/behavior researchers and then pressure‑tested by senior org‑design practitioners (15+ years). Results are decision‑grade — fit to hire, redesign, and resolve conflicts with conviction.

Two‑layer expert validation

A time‑bound snapshot that highlights where to act now; monitor after interventions.

Well‑being signals

Decision‑grade clarity you can trust — informed by data, validated by experts, and usable with modern AI workflows.

The result

Beyond Team Atlas, we’re building new tools that extend predictive modeling and day‑to‑day guidance. Automation amplifies our experts; it doesn’t replace them.

Evolving toolkit

04

We securely store the data and use analytics (including AI) to triangulate indicators, visualize the Team Atlas, simulate future org configurations, and draft parts of the written guidance. But final insights and recommendations are made by people — then packaged so you can also use them later in conversations with AI assistants.

Where AI helps

03

First, humans identify thinking patterns, values, and decision styles. Then, humans synthesize recommendations — org design, decision rights, pairings — grounded in management experience. This two‑step human review is what makes the guidance actionable.

Double validation

02

Online tests and self‑reports mostly show what a person believes about themselves, not how their talent actually manifests under real conditions. People often misread their own patterns — that’s normal. Our approach relies on live expert interviews (1.5h each), where specialists with 15+ years in top roles and 3,000+ interviews behind them read the signals that tests miss.

Why not tests alone?

01

Human‑first, AI‑augmented — by design. Today, Neuroiam is not fully automated. The core of the work — personality analysis and pattern recognition — is performed by senior experts to maximize accuracy and depth.

How we ensure accuracy

Four outcomes leaders consistently report.

What changes after this work

Strengths‑based roles Short

We make strengths unmistakable. You’ll see how each leader naturally thinks and contributes — the talents to trust and the contexts where they shine. With that clarity, you can delegate with confidence: empower people where they’re strongest and support them where they’re not, instead of pushing everyone to be everything.

Reveal each person’s talents and design around them.

Shared language & trust

When people understand their own thinking style — and how colleagues think — conversations stop crossing wires. We teach a clear, practical language for perception, priorities, and decision styles, so managers can adapt how they brief, negotiate, and escalate. Every team member receives a personalized guide written in their voice that explains how to communicate with each teammate, what they value, how they process information, and where to trust them most.

Teach a practical communication language — personalized for each person.

Clarity over conjecture. Insight over opinion. Neuroiam’s methodology isn’t based on guesswork – it’s built on decades of psychology and systems research. We stand on the shoulders of giants...

Grounded in proven science and insight

Add new hires to the Team Atlas, simulate task forces and product pods, and preview interaction risks before changes go live.

Atlas expansion & simulations

Role‑aligned growth plans focused on relevant soft‑skills and leadership behaviors — tailored to your business model, situation, and strategy.

Individual development plans

We type candidates before the offer, forecast team compatibility, motivation drivers, and burnout risks, and provide a candidate profile for each new role based on your current team’s strengths and perception models.

Pre‑hire typing & candidate fit

We co‑design future org shapes — roles, decision rights, and interfaces — using your Team Atlas as the blueprint.

Org‑design sprints

1:1 sessions for the sponsor/leader (owner/CEO/HR) on how to read their team, where to invest trust, and how to grow the org without over‑orchestration.

Leadership coaching

Practical workshops on perception models and strengths‑based communication. Teams learn to brief, debate, and decide in each other’s language; managers learn escalation and feedback that fit different thinking styles.

Communication training

We guide you so the change sticks

After the readouts, you can extend the work into activation — we stay with you to embed the habits that sustain results:

Base engagement fee

$10,000

1.5‑hour live interview, semantics‑based analysis, assessment of psychological levels (burnout/anxiety) and motivation profile — all feeding the group report and guides.

Per team member typing

$500/person

Example: 20 team members →
$10,000 + (20 × $500) = $20,000 total

Total

$20,000

Activation & ongoing partnership (training, leadership coaching, org‑design sprints, pre‑hire typing, IDPs, Atlas expansion) are scoped and priced separately on request.

Pricing

The recommendations were practical and immediately useful, even after you strip out the emotions.”

There’s no way to get this with AI alone. Data helps, but the expert interpretation made it actionable for my team.

It felt like getting a superpower for building teams.

People operate on different frequencies and languages. This gave me a way to read needs and psychotypes — and speak to them.

We lacked implementation. Now I know who should drive execution and how to pair them.

For the first time, I saw myself from the outside — and understood why we talk past each other.

Given the volume of work done in 1–1.5 weeks, it’s clear you’ve automated what should be automated — but the insights are human.

Book diagnostic session

Start with a 45‑minute diagnostic session with an expert. We’ll look at your goals and team context together and confirm whether (and how) we can help.