Frequently asked questions

The trait dimensions the questions move are validated psychometrics (Big Five, HEXACO). The mapping from those traits onto the eight African-animal archetypes is a framing layer - useful for conversation, not a clinical instrument. Treat the result as a meaningful snapshot, not a verdict. See Limits.

No. The cognitive-style items are descriptive only - they detect self-reported preferences that correlate with ADHD or autism cognition. They do not diagnose either. If something in the read prompts a question for you, that's a reason to talk to a clinician, not a label.

Three dimensional reads (ADHD-style, autism-style, anxiety-style cognition), each 0-100, based on the neurodiversity items. They sit alongside the archetype score because the strongest empirical work treats these styles as continuous dimensions in the population, not categorical bins (Constantino & Todd, 2003; Ronald & Hoekstra, 2011; Polderman et al., 2014). A high read is a starting point for self-awareness or a clinician conversation - never a verdict.

No. The items are inspired by the AQ (Baron-Cohen et al., 2001), the ASRS (Kessler et al., 2005), and trait-anxiety inventories (Spielberger, 1983), but Savanna is not those instruments and is not validated as a screener. Use a real clinician-administered tool if you want a diagnostic-grade read.

An SJT-style read on the 10 workplace scenarios. Each option carries a 0-3 weight reflecting the consensus best-practice from leadership and coaching literature; your score is the normalised average. SJTs predict job performance with validity comparable to structured interviews (McDaniel et al., 2007). It is aptitude in the SJT sense only - it does not measure raw cognitive ability.

No. Savanna does not assess general cognitive ability (g), abstract reasoning, working memory, or verbal/numerical fluency. For role-relevant cognitive aptitude, use a purpose-built test (Schmidt & Hunter, 1998 review).

Don't. Trait inventories are not designed for selection decisions and carry well-documented adverse-impact risks. The applied-judgement (SJT) score has stronger evidence for selection validity than the personality layer, but using it as a hiring gate requires per-role validation that Savanna does not perform. Use the platform for development, self-awareness, and team conversations - not selection decisions.

The savanna is one of the few ecosystems with a large set of well-known animals that read clearly as distinct working styles - the lion as decisive leader, the elephant as patient steward, the cheetah as bursty sprinter, the giraffe as long-view observer. The framing is memorable and recognisable across cultures. The archetype labels are framing devices on top of validated traits, not psychometric categories themselves.

People rarely read as one pure archetype. The secondary shows the second-strongest pattern in your answers. The gap between primary and secondary determines the dominance label - strong (>=20 points), clear (10-19), or blended (<10). Blended reads mean both archetypes will surface often.

Each answer carries signed weights toward one or more archetypes. Scaled items contribute (value - midpoint) x weight. We sum per-archetype, divide by the maximum positive achievable across the questionnaire, and scale to 0-100. Highest = primary, second = secondary. See the manual for the full walkthrough.

Yes - from the result page or your my results page. Each completed attempt is stored, so you can compare reads over time. Take it again if your role, life circumstances, or stress level change meaningfully.

Lite (the default for new accounts) lets you take the quiz and see your top archetype with a brief summary. Full unlocks the deep report (strengths, growth edges, work and delivery style, full trait breakdown, pairings) and the company / team-analysis layer. A super admin promotes accounts from lite to full from /admin/access.

A company creates an organisation, invites members by token-based link or QR code, and groups them into teams. Each team page shows three reads: each member separately (archetype, role fit, stress signals, how to work with them), the team together (cohesion, tension, diversity, functional coverage, pair-by-pair read), and the structure (organogram + suggested lead / deputy / IC candidates given the composition).

Within a team, company admins can set each member's role title and supervisor. The resulting reporting tree is read against the team's archetypes to flag whether the structure plays to its strengths. The Suggested team structure panel proposes natural-fit candidates for visible-lead, deputy, and principal-IC shapes - useful for planning team composition or debugging an existing structure.

Each invite link has a matching QR code rendered next to it on the invites page. Print it for on-boarding, project it in a kickoff, or have someone scan it from a phone. The QR points to the same one-use link - it's not a different invite. Once accepted or revoked, the QR endpoint returns 410 (gone).

Just your primary and secondary archetype labels. The full insights - strengths, growth edges, raw scores, the answers you gave - stay private to you on your own my results page. Team analyses aggregate archetype labels only.

The company admin generates a one-use token link. The recipient signs up or logs in via that link, the membership is recorded, and they land on the company dashboard. Lite users can accept invites; the membership is recorded but stays invisible to them until they're upgraded to full tier.

Tension is a signal, not a verdict. A pair flagged as friction-prone doesn't mean those people can't work together - many of the strongest working pairs are clashes that respect each other. The signal exists so the team can put explicit working agreements in place rather than discover the friction by accident.

Some movement is expected - moods, life events, and current job context all influence self-report. Big shifts (more than one archetype away) usually mean a meaningful change in your environment or how you see yourself. The historical record on my results lets you compare attempts side-by-side.

Yes. You can delete your own account at any time from your account settings page - type the confirmation phrase and it removes your account, attempts, answers, and memberships immediately. (Self-delete is blocked only if you own a company or are the last remaining admin; transfer ownership or promote another admin first.) A super admin can also remove an account from /admin/users. Either way the removal cascades to every related row - there is no soft-delete, removal is final.

Use the forgot-password link on the login page. Enter your email and, if an account exists, you'll receive a reset link (valid for one hour, single-use). Once you set a new password every other signed-in device is logged out. If the deployment has no email server configured, ask an operator - the reset link is written to the server log so they can pass it to you out of band.

Yes. Every result page has a Print / save as PDF button (the report has a dedicated print stylesheet) and a Download JSON link that exports the full machine-readable result - your archetype, scores, category breakdown, and insights. The same JSON link appears next to each attempt on your my results page.

Your raw answers and computed insights are visible only to you. Other members of a company you join see only your primary and secondary archetype labels. Super admins of the deployment can see all data (necessary for support and operation). Sessions are encrypted with a server-side secret; passwords are bcrypt-hashed.

The research page lists every framework the assessment draws on, what we use it for, the strength of evidence, and full citations.