Narrative pattern analysis • HR decision support

We read what people
never say.
can’t rehearse.
don’t know.
hide in interviews.
reveal in a story.
leave unsaid.
never say.

NeuroMyth® is a structured HR decision-support system. The candidate writes a short, spontaneous story — and from how it is built, we read stable behavioural patterns. Not a test. Not an autonomous algorithm. A human reviews every report.

Get 5 Free TRY → See a real report

✅ Human-in-the-loop⚖️ EU AI Act • Annex III🔒 Not clinical, not diagnostic🇬🇧 UK company

Candidate handwriting a NeuroMyth fairytale module with pen on paper — the AI-proof assessment method

The 2026 problem

Most assessments can now be faked with AI.

Any online questionnaire can be completed with an AI assistant open in the next tab — so you no longer know whose answers you are reading. NeuroMyth’s recommended route is on paper: the candidate writes by hand, 30 minutes, no screen. What you receive is genuinely theirs. A digital Quick Test stays available when speed matters — but the protected method is what sets us apart. See how it works →

From shortlist to signature

Where NeuroMyth fits in your process.

Candidates come in; NeuroMyth surfaces the ones whose patterns fit; your HR team meets the shortlist and signs the right person. You stay in control at every step.

NeuroMyth selection flow: candidates, NeuroMyth analysis, shortlist, HR meeting, signed hire

CandidatesNeuroMythShortlistHR meetingHire

Versus classic tests

Four reasons HR teams switch.

Candidates can’t prepare

They don’t know what we read. A spontaneous story can’t be studied or coached — unlike classic tests whose answers circulate online.

Results in 2–3 hours

Not days. The report comes back the same working session, human-reviewed.

No bias

Structural analysis — never based on sex, age, origin, religion or orientation. We read how the story is built, not who wrote it.

Their own language

Candidates write in the language they know best. More authentic answers, no penalty for non-native speakers.

Positioning

What it is. What it is not.

Before you evaluate any new tool, you have the right to know what it does not do.

✗ What NeuroMyth is NOT

Not a psychological testNo diagnoses. Does not certify personality traits. Does not replace clinical assessment.

Not a decision algorithmNo automatic hire/reject. AI supports coding; a human signs off every output.

Not an interview replacementAdds a layer of structured observation. Does not replace interview or judgement.

Not a skills scoring toolDoes not rate technical skills. Reads narrative patterns against the declared context.

✓ What NeuroMyth IS

HR decision supportA document with observable structural indicators to complement HR evaluation.

A structured narrative methodGrounded in Bruner, Propp, Weick, Pennebaker. Coding on 6 dimensions.

Human-in-the-loopEvery report verified by a human reviewer before release. No exceptions.

EU AI Act compliantAnnex III high-risk classification. Full technical documentation. UK GDPR.

The HR paradox

What they say — what the story reveals.

Every candidate presents their best self. The narrative structure reveals what no interview can directly extract.

“I’m a real team player, always focused on collective results.”

→

Autonomy Drive 92 • Relational Reciprocity 28 — Dominance pattern. The team is a tool, not a community.

“I thrive under pressure and love a fast-paced challenge.”

→

Stress Tolerance 82 • Cognitive Flexibility 31 — Extreme risk appetite. Poor tolerance for routine or process.

“I’m looking for stability — somewhere to build long-term.”

→

Autonomy Drive 88 • Motivational Coherence 42 — Escape impulse. Stability structurally constrains them.

“They’re not lying. They just don’t know.”

How we help

A scenario from recruiting.

HR manager shaking hands with a selected candidate after a NeuroMyth-supported interview

James, Senior Recruiter — logistics group, 200+ seasonal applicants

With a high-volume seasonal intake, the team can’t interview everyone in depth. Running NeuroMyth on the shortlist surfaces the candidates whose behavioural patterns fit the role — autonomy, stress tolerance, motivational coherence — before the interview, not after a costly mis-hire. The decision stays with James; NeuroMyth just makes sure he walks into each interview already knowing what to look for.

Illustrative scenario showing a typical use of the method.

Free — no credit card

£0