Your SPY Profile Explained

Why does my profile matter?

Secretly, spies are just like us. Spy agencies recruit great talents, but they're ordinary people doing extraordinary things. Their spy skills are found in all of us to varying degrees and, whether it’s analysis, curiosity, empathy, observation, or learning to spot lies, our spy skills are valuable in our everyday lives.

Our Spy Profile system assesses your skills and attributes to give you confidence in the talents you have, and awareness of areas for growth. Your Spy Profile will give you a clearer sense of yourself and your incredible potential.

Don’t feel in any way limited by your results, or the Spy Role you’re assigned—change is the only constant and we want to help you grow in the direction that makes most sense for you.

How does the profiling work?

Your performance in the Spy Challenges (Encryption, Deception, Surveillance, Special Ops) and Question Stations (Brainpower, Personality, Risk) are scored across 10 attributes (ranging from risk tolerance to empathy and agility). We then assess your scores relative to others, and map your results against the ideal scores for each of 10 major Spy Roles, to see which role you’re best suited to. 

What happens then?

After your Debrief reveals your Spy Role we'll email you a link to your Spy Profile, explaining what your score on each of the 10 attributes says about you. We'll also introduce you to real and fictional spies who share your skills, and explain what's involved in a typical operation.

Why should I trust the results?

Your Spy Profile is authentic*, it's based upon scientific research and methods commonly used by psychologists to identify and evaluate people’s cognitive, emotional, and social traits.

*Developed by a former Head of Training at British Intelligence and top psychologists.

The science behind the results

If you’d like to know more about the attributes measured, and the science behind them, there's a list of key academic papers that informed our Spy Profile system at the bottom of this page.


1. Would taking the challenges again change my results?

Maybe. Each test you complete helps to develop the accuracy of your profile. Your spy role may change as you provide new data. For example, if on your first visit you skipped the Special Ops laser tunnels, and on your second visit you ace them, then our profile algorithm might suggest a more physically demanding role for you.

2. My profile has changed; why?

From time to time we update our algorithm to improve accuracy. Your data may change a little bit to more precisely reflect your scores relative to others who have completed the tests.

3. What are the possible roles I could be assigned?

Spymaster: A leader of an intelligence organization

Intelligence Analyst: An expert who gleans crucial insights from intelligence

Spycatcher: A specialist in counterintelligence; thwarting enemy spies

Hacker: Someone who breaks into enemy computer systems or protects their own systems from cyber attack

Cryptologist: A mathematical master of making and breaking codes

Agent Handler: A manager of agents who provide secret intelligence or operational support

Surveillance Officer: Someone who follows and observes suspected enemies

Technical Operations Officer: A person who gathers intelligence by tapping phones, breaking into buildings, planting cameras, and other means

Special Operations Officer: Someone who gathers intelligence and destroys targets in hostile environments

Intelligence Operative: The heart of an intelligence organization, involved in an array of operations, from servicing dead drops to setting up safe houses

4. Will intelligence organizations contact me if I have an interesting profile?

No. We do get inquiries from intelligence organizations but we take data privacy VERY seriously, so if you are interested in a role in the intelligence world we suggest you look at the websites for the services in your country and see what roles they have on offer.

5. What do you do with my data?

We believe your data is yours. We use your identity band to tailor your experience to you and score what you do at SPYSCAPE. The scores are used to create your profile and assign you a spy role. We also use aggregate data to continuously improve the challenges. We do not use these data for anything else.


Mental Horsepower

Raven, J. (2000). The Raven's progressive matrices: change and stability over culture and time. Cognitive psychology, 41(1), 1-48.

Murray, A. L., Johnson, W., McGue, M., & Iacono, W. G. (2014). How are conscientiousness and cognitive ability related to one another? A re-examination of the intelligence compensation hypothesis. Personality and Individual Differences, 70, 17-22.

Reynolds, J., McClelland, A., & Furnham, A. (2014). An investigation of cognitive test performance across conditions of silence, background noise and music as a function of neuroticism. Anxiety, Stress, & Coping, 27(4), 410-421.

Ahmetoglu, G., Dobbs, S., Furnham, A., Crump, J., Chamorro-Premuzic, T., & Bakhshalian, E. (2016). Dark side of personality, intelligence, creativity, and managerial level. Journal of Managerial Psychology, 31(2), 391-404.


Uppal, N. (2014). Moderation effects of job characteristics on the relationship between neuroticism and job performance. International Journal of Selection and Assessment, 22(4), 411-421.

Huang, J. L., Ryan, A. M., Zabel, K. L., & Palmer, A. (2014). Personality and adaptive performance at work: A meta-analytic investigation. Journal of Applied Psychology, 99(1), 162.

Dima, D., Friston, K. J., Stephan, K. E., & Frangou, S. (2015). Neuroticism and conscientiousness respectively constrain and facilitate short‐term plasticity within the working memory neural network. Human brain mapping, 36(10), 4158-4163.


Litman, J. A., & Spielberger, C. D. (2003). Measuring epistemic curiosity and its diversive and specific components. Journal of personality assessment, 80(1), 75-86.

Mussel, P. (2013). Introducing the construct curiosity for predicting job performance. Journal of Organizational Behavior, 34(4), 453-472.

Minbashian, A., Earl, J., & Bright, J. E. (2013). Openness to experience as a predictor of job performance trajectories. Applied Psychology, 62(1), 1-12.

Hot Risk

Lauriola, M., Panno, A., Levin, I. P., & Lejuez, C. W. (2014). Individual differences in risky decision making: A meta‐analysis of sensation seeking and impulsivity with the balloon analogue risk task. Journal of Behavioral Decision Making, 27(1), 20-36.

Fukunaga, R., Brown, J. W., & Bogg, T. (2012). Decision making in the Balloon Analogue Risk Task (BART): anterior cingulate cortex signals loss aversion but not the infrequency of risky choices. Cognitive, Affective, & Behavioral Neuroscience, 12(3), 479-490.

Cold Risk

Charness, G., & Jackson, M. O. (2009). The role of responsibility in strategic risk-taking. Journal of Economic Behavior & Organization, 69(3), 241-247.

Rogers, J., Viding, E., & Chamorro-Premuzic, T. (2013). Instrumental and disinhibited financial risk taking: Personality and behavioural correlates. Personality and Individual Differences, 55(6), 645-649.

Interpersonal Skills

Akhtar, R., Boustani, L., Tsivrikos, D., & Chamorro-Premuzic, T. (2015). The engageable personality: Personality and trait EI as predictors of work engagement. Personality and Individual Differences, 73, 44-49.

Mittal, E. V., & Sindhu, E. (2012). Emotional intelligence and leadership. Global Journal of Management and Business Research, 12(16).


Huang, J. L., Bramble, R. J., Liu, M., Aqwa, J. J., Ott‐Holland, C. J., Ryan, A. M., ... & Wadlington, P. L. (2016). Rethinking the association between extraversion and job satisfaction: The role of interpersonal job context. Journal of Occupational and Organizational Psychology, 89(3), 683-691.

Lü, W., Wang, Z., Liu, Y., & Zhang, H. (2014). Resilience as a mediator between extraversion, neuroticism and happiness, PA and NA. Personality and Individual Differences, 63, 128-133.


Carter, N. T., Dalal, D. K., Boyce, A. S., O’connell, M. S., Kung, M. C., & Delgado, K. M. (2014). Uncovering curvilinear relationships between conscientiousness and job performance: How theoretically appropriate measurement makes an empirical difference. Journal of Applied Psychology, 99(4), 564.

Credé, M., Tynan, M. C., & Harms, P. D. (2017). Much ado about grit: A meta-analytic synthesis of the grit literature. Journal of Personality and Social Psychology, 113(3), 492.

Duckworth, A., & Gross, J. J. (2014). Self-control and grit: Related but separable determinants of success. Current Directions in Psychological Science, 23(5), 319-325.

Duckworth, A. L., Peterson, C., Matthews, M. D., & Kelly, D. R. (2007). Grit: perseverance and passion for long-term goals. Journal of personality and social psychology, 92(6), 1087.

Ohme, M., & Zacher, H. (2015). Job performance ratings: The relative importance of mental ability, conscientiousness, and career adaptability. Journal of Vocational Behavior, 87, 161-170.

A deep dive into why and how we put together your SPYSCAPE profile.