Position Analysis is a survey where the respondent doesn't answer for themselves. They're asked to consider a specific role and describe what they think the right fit for it looks like. Instead of "Am I visionary?" the question becomes "How visionary should the ideal person in this role be?"
The output isn't an individual profile. It's a target profile for the role, built from one or more respondents' answers. Once a target exists, you can compare real candidates against it to see how well each matches.
Who should take it
While the survey link can technically be shared with anyone, the intent is to send it to people who actually understand the role. That typically means position incumbents (people currently doing the job), hiring managers, team leads, peers who work closely with the role, and subject matter experts who know what the job demands. Sending it to people without that context waters down the target and reduces its usefulness.
When to use it
Use Position Analysis when you're hiring for a role and want a data-backed picture of the traits that role actually needs. Instead of guessing what "a good salesperson" looks like, the people who understand the role define the target, and their combined view becomes the yardstick every candidate is measured against.
How the target profile is built
Every respondent's answers count as one input. When multiple people take the analysis for the same role, their responses are combined into a consensus target profile. The more respondents contribute, and the more grounded their perspective on the role, the more accurate the target becomes.
What you do with it
Once a target profile exists, you'll see it on the job role's Matches tab. Every candidate, employee, or contact who has taken a Personality Survey gets a match percentage against that target. Sort by match to surface your strongest candidates. See Understanding Match Percentages for how the score is calculated.