How the compatibility score works

A clear, honest look at how we turn 58 answers into a compatibility score — what it measures, how it is weighted, and what it cannot tell you.

How the assessment works

Each founder answers 58 questions on a 5-point scale, from strongly disagree to strongly agree. Some questions are reverse-scored so that the direction of every dimension stays consistent. Answers are aggregated into 8 dimensions that capture how you lead, decide, communicate, handle pressure, and prioritise.

When two founders have both completed the assessment, we compare their dimensions pairwise to produce a single 0-100 compatibility score, plus a per-dimension breakdown of strengths and tension areas.

Aligned vs complementary dimensions

Not every difference is a problem, and not every similarity is a strength. We score each dimension in one of two ways:

Should align

For dimensions like risk tolerance, core values, and work intensity, similar answers score higher. Large gaps here tend to cause recurring strategic conflict.

Complement well

For dimensions like visionary vs executor, different answers score higher. One founder sets direction while the other ships — a difference that becomes a strength.

The 8 dimensions

The percentage shows how much each dimension weighs in the overall score. Vision & Execution is reported as an additional signal but is not weighted in the total.

Work-Life Values

Should align25% of score

Work-Life Balance ↔ All-In Hustle

Core values must align or resentment builds quickly. If one cofounder sacrifices family time while the other maintains boundaries, trust erodes. These fundamental priorities are deeply personal and rarely change, making alignment critical.

Leadership Style

Flexible15% of score

Directive ↔ Collaborative

Different leadership styles can coexist successfully when roles are clearly defined. One cofounder can be more directive with their team while another is collaborative - what matters is mutual respect and clear boundaries.

Risk Tolerance

Should align15% of score

Risk-Averse ↔ Risk-Taker

Cofounders need aligned risk tolerance because major strategic decisions (fundraising, pivots, market entry) require consensus. Significant gaps lead to constant friction on every big decision and can paralyze the company.

Communication Style

Should align15% of score

Diplomatic ↔ Direct

Mismatched communication styles lead to constant misunderstandings. If one cofounder is very direct and the other diplomatic, feedback can feel harsh or unclear. Alignment here prevents daily friction and ensures efficient collaboration.

Work Approach

Complement well10% of score

Executor-Focused ↔ Visionary-Focused

Having one visionary and one executor creates a powerful combination. The visionary sets ambitious goals while the executor ensures they get done. This complementarity is a strength if both respect each other's contributions.

Decision Making

Flexible10% of score

Intuitive ↔ Analytical

Different decision-making styles can be complementary if roles are well-defined. An intuitive cofounder can identify opportunities quickly while an analytical one validates them with data. The key is respecting both approaches and knowing when to use each.

Work Intensity

Should align10% of score

Sustainable Pace ↔ Intense Pace

Mismatched work intensity creates resentment and burnout. If one cofounder wants to work weekends and late nights while the other prioritizes balance, both will feel the other isn't committed. This difference is hard to bridge over time.

Strategic Orientation

Complement wellSignal only

Tactical ↔ Strategic

Complementary strategic orientations create complete coverage. While one cofounder focuses on long-term vision and market positioning, the other ensures daily operations run smoothly. Both perspectives are essential for startup success.

How to use your score

Treat the score as the start of a conversation, not the end of one. The most useful part of the report is often the tension areas: they tell you exactly what to discuss before you commit.

Read the strengths and tensions together, out loud, with your potential cofounder.
Use the generated conversation guide to work through the questions that matter most for your pair.
Run a short trial collaboration before signing anything — lived experience beats any score.

What the score cannot tell you

We would rather set the right expectations than overclaim. A few honest limits:

It is not a clinical or psychological diagnosis. The dimensions are inspired by Big Five personality research and founder-specific dynamics, but the test is a decision aid, not a medical or therapeutic instrument.
It does not guarantee success or failure. A high score is not a promise that a partnership will work, and a low score is not a verdict that it cannot — it surfaces where alignment and friction are likely.
It reflects self-reported answers at a point in time. People grow and circumstances change; retake the assessment if your situation shifts meaningfully.
It cannot capture everything that matters. Trust, shared history, complementary skills, and equity terms are critical and live outside the score.

Ready to test your fit?

Take the assessment, invite your potential cofounder, and turn the result into a real conversation.

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