A sample report

This is what lands on your desk.
Not a score — a decision you can defend.

One candidate, read at four depth levels. The same story, analyzed from quick screening all the way to a full leadership profile. Below is an illustrative example — pick the depth that fits your decision.

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Choose your depth

Four levels. You decide how deep to look.

A junior warehouse hire doesn’t need the same depth as a future Head of Operations. With NeuroMyth you read only as deep as the decision requires — and you see it on the same story.

SCR

Screening

High-volume screening. The essentials, fast.

3 sections

FIT

Role Fit

Does this person fit this role? Strengths & watch-outs.

6 sections

EXE

Executive

Decision-making, stress, deeper behavioral read.

8 sections

ELI

Elite / Leadership

Leadership, motivation, blind spots. The full picture.

7 sections

Illustrative example with a fictional candidate. Real reports use the same structure; content reflects each individual story.

Level 1 — what everyone gets first

Screening (SCR): the 30-second read.

When you have 200 applicants and 20 interview slots, you don’t need depth — you need a fast, fair filter. Here is the whole screening report.

NM-2026-XXX-SCR-000xxx • pen name “Silver Fox”

Role assessed: Operations Coordinator

SCR

Executive summary

The narrative shows a candidate who organizes action around clear goals and takes ownership of outcomes. Tension is acknowledged and resolved pragmatically rather than avoided. Suitable profile for a role requiring autonomy and steady delivery; confirm collaborative style at interview.

Behavioral indicators

Agency / ownership78

The narrator consistently initiates action rather than reacting to events.

Stress tolerance71

Obstacles are framed as solvable; no escalation of threat language.

Goal orientation74

Events are linked toward a clear end-state.

Traffic-light flags

Autonomy — strong

Self-directed throughout the story; comfortable owning decisions.

Collaboration — verify

Few references to others; explore team orientation in interview.

Reliability — strong

Consistent follow-through from setup to resolution.

Strong Verify Attention

This is a complete SCR report. Higher levels keep all of this and add more, below.

Levels 2–4 — the same story, deeper

Need more? FIT, EXE and ELI add layers.

As the role grows in seniority, the report opens up. Same candidate, same story — more dimensions read. Here is a preview of what the deeper levels add.

Same candidate • pen name “Silver Fox”

Deeper levels — preview

FIT · EXE · ELI

FIT adds — Strengths

Process disciplineCalm under loadClear prioritisation

FIT adds — Attention areas & role-fit matrix

Delegation — to developRole fit: Operations 86%Role fit: People-lead 64%

EXE adds — Decision style, stress management, predictive correlations

Under pressure the candidate narrows options quickly and commits… predictive correlation with deadline-driven environments…

ELI adds — Leadership style, motivational vectors, shadow risks

Motivation is anchored in mastery and visible results; potential blind spot under ambiguity when…

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Why HR trusts it

Every report is human-reviewed.

NeuroMyth is decision-support, not an automatic verdict. A qualified reviewer validates every report before it reaches you — as required for an EU AI Act Annex III system. The hiring decision always stays with you.

A qualified reviewer validating a NeuroMyth candidate report before delivery

Illustrative example with a fictional candidate, for demonstration only. NeuroMyth is behavioral, not clinical and not diagnostic. Indicator scores reflect narrative structure, never sex, age, origin, religion or orientation. The report supports your decision; it does not make it.

This is what lands on your desk.Not a score — a decision you can defend.