Reveal hidden strengths today — then preview how your team will work together, forecast fit and conflict, and know whether it can deliver your mission and business goals. Structure roles, decisions, and hiring with evidence‑backed confidence.
Shape an exceptional team with the people you already have.
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.
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.
Artificial intelligence, which understands not words, but the meaning, style of thinking and energy of a person. Next is magic!
Who this is for
The org is built for “run,” but you need “change.” Energy is trapped; innovators aren’t in the driver’s seat.
Decisions drag because people “speak different languages.
Values/thinking mismatch leads experts to disengage.
Different thinking and decision systems, no shared language.
Four concrete problems we solve — and how we solve them.
Why are you hiring us?
Misaligned leadership
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.
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.
How we solve it:
Burnout & low ownership
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.
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.
How we solve it:
New markets & transformational change
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.
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.
We identify who are your Explorers (reformers/visionaries) and who are your Scalers (stabilizers/operators), then redesign mandates so each leads where they’re naturally strong. We create a dual track model (Run/Change) with clear interfaces, free innovators from legacy friction, and give them freedom with guardrails to pursue discovery. We provide a Capability & Coverage Map that shows sufficiency by stream (who sustains, who explores, who is missing) and propose a new org design (roles, decision rights, reporting lines) to solve the business problem. We also model future fit configurations and pre hire profiles for new markets so you place the right people in the right innovation seats — while your best operators keep the core humming.
How we solve it:
Unspoken conflicts
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.
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.
How we solve it:
Problem framing & objectives (pre‑work)
One focused session to capture mission, goals, pain points, and success criteria.
01
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
Expert analysis sprint (≈2 weeks)
Senior experts synthesize data (socionics, archetypes, spiral dynamics) into clear, practical recommendations.
03
Insight synthesis & Atlas build
Findings become the interactive Team Atlas, the Team DNA group report (PDF), and draft personalized guides.
04
Leadership deep dive & team workshop
Private readout for leaders, then a team workshop to activate insights; personal guides are sent after.
05
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.
Book diagnostic session
From focused framing to a decision‑ready
Ready to see your team clearly?
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.
Personal Guide to the Team
A practical manual for the Founder on how to work effectively with their team:
Descriptions of your strengths and leadership style
Overview of your team
Instructions for employee engagement and development
Recommendations for introducing new roles
Leadership styles
Conflict resolution
How the team will function after changes
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
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
01
Why not tests alone?
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.
02
Double validation
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.
03
Where AI helps
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.
04
Evolving toolkit
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.
Decision grade clarity you can trust — informed by data, validated by experts, and usable with modern AI workflows.
The result
How we ensure accuracy
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.
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.
This clarity boosts performance without replacing people. Roles and mandates are realigned so the current team can hit ambitious goals in today’s configuration. As a leader, you gain the fullest picture of your team’s potential — a level of conviction that often beats hiring a “superstar” who still needs months to earn trust and fit the culture.
Strengths based roles
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.
This shared language removes ramp up time, even for newcomers. Because everyone learns both their own strengths and others’ strengths, trust rises in two directions: people start to rely on themselves where they’re strong and to rely on colleagues where they’re strong. Meetings shift from misread intent to precise collaboration — faster decisions, fewer misunderstandings, and commitments that stick.
Shared language & trust
Think of this as a Team DNA test for strategy. We start by capturing the sponsor’s strategic objectives (owner/CEO): markets to enter, products to launch, transformations to deliver. Then we translate the Team DNA — how people think, decide, and create value — into a strategy ready structure. Your team stops being “a collective” and becomes a portfolio of distinct talents the business can build on.
The outcome is a confident step into the future: a proposed org design that removes conflict hot spots, amplifies strengths, and aligns decision rights with natural advantages. Each employee receives actionable recommendations and a suggested individual development path mapped to the future structure — including where they can be trusted most, which initiatives to own, and how to grow.
Strategy aligned org design
When people speak in the language of each other’s strengths, coordination becomes effortless. We install a strength based, self steering communication model so teams brief, debate, and decide in ways that fit how individuals think and what they’re trusted for — without constant executive arbitration. The team begins to work as a single mechanism — self coordinating without constant executive arbitration.
With roles and interfaces aligned to strengths, questions route to the right owners, non strength tasks are naturally re assigned, and collaboration feels energizing. Leaders’ emotional and cognitive bandwidth is freed for strategy and growth bets: fewer meetings, fewer escalations, faster decisions — while conflicts fade because people stop pulling on tasks that don’t fit them.
Energy back to strategy
Four outcomes leaders consistently report.
What changes after this work
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
A one-of-a-kind approach that blends psychology and technology. We make the invisible dynamics visible, with a methodology that is as visionary as it is rigorously validated. (It's no coincidence clients often call it "scientific magic" - transformative insights grounded in real data.)
The result?
Founder of Socionics; expanded Jung’s work into 16 sociotypes and coined the concept of “information metabolism” to explain how people process information differently.
1970s, Lithuania
Aušra Augustinavičiūtė
Formalized Graves’s theory into the Spiral Dynamics framework, linking human values to organizational change.
1996, USA
Don Beck & Christopher Cowan
Psychiatrist who first introduced the concept of information metabolism, describing how living organisms (including humans) exchange and process information with their environment. His work later inspired Aušra Augustinavičiūtė in developing socionics.
1960s, Poland
Antoni Kępiński
A prominent socionics expert, typologist, and educator, known for creating the “Socionics of Elements” approach and authoring Socionics: From A to Z. Bozhko has trained thousands of professionals in applying socionics to organizational settings, team dynamics, and personal growth. His integration of classical socionics with modern psychological tools laid the foundation for the Neuroiam Team Synergy methodology – a system that transforms deep psychological insight into actionable organizational design.
2000s–present, Ukraine
Andrey Bozhko
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
Leadership coaching
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.
We co‑design future org shapes — roles, decision rights, and interfaces — using your Team Atlas as the blueprint.
Org‑design sprints
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
Role‑aligned growth plans focused on relevant soft‑skills and leadership behaviors — tailored to your business model, situation, and strategy.
Individual development plans
Add new hires to the Team Atlas, simulate task forces and product pods, and preview interaction risks before changes go live.
Atlas expansion & simulations
After the readouts, you can extend the work into activation — we stay with you to embed the habits that sustain results:
We guide you so the change sticks
Expert‑led analysis and synthesis aligned to your objectives;
Сreation of the Team Atlas (interactive), Team DNA group report (PDF), and personalized guides;
Plus leadership deep‑dive & team workshop (private leadership briefing + team session) to activate 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
$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
To continue the dialogue, please leave your contact information and our manager will contact you.
Base engagement fee: $10,000
Your team: $500 × 1 person
Total: $10,500
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.
People operate on different frequencies and languages. This gave me a way to read needs and psychotypes — and speak to them.
There’s no way to get this with AI alone. Data helps, but the expert interpretation made it actionable for my team.
The recommendations were practical and immediately useful, even after you strip out the emotions.
It felt like getting a superpower for building teams.
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.
What founders say