Why does my profile matter?
The truth is that while the spy agencies do recruit and develop great talent, those same spy skills are found in all of us to varying degrees. Spies are ordinary people doing extraordinary things. Secretly, they're just like us.
Whether it’s analysis, curiosity, empathy, observation, or learning to spot lies, our spy skills are valuable in our everyday lives. Our mission at SPYSCAPE is to inspire ordinary people to do extraordinary things - we believe that learning to see the world (and yourself) more clearly, and understanding and developing your own spy skills can be simultaneously fun, satisfying, and valuable.
Our profiling system assesses your attributes and skills; to give you confidence in the talents you have and awareness of areas for growth. Accurate self-knowledge can help us to plot intelligent and fulfilling paths through life. We hope that knowing you’re made of similar stuff to spies will give you a clearer sense of yourself and your incredible potential.
Don’t feel in any way limited by your results, or the 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. We believe the best way to grow is to first know yourself, so you can play to your strengths, set realistic goals, and improve your skills along the way.
How does the profiling work?
First, we assess your results in the Spy Challenges (Encryption, Deception, Surveillance, and Special Ops) and Question Stations (Brainpower, Personality, and Risk) - these provide scores on 11 attributes (ranging from curiosity to observation). Then we calculate where your scores sit relative to everyone else we’ve assessed, and map your results against the ideal scores for each of 10 archetypal spy roles, to work out which role you’d be most suited to. Finally, we explain what your score on each of the measured attributes says about you.
Why should I trust the results?
Our profiling system was created with the help of top psychologists and a former head of training at British Intelligence. The measures in your profile are commonly used by psychologists to identify and evaluate people’s cognitive, emotional, and social traits. Thanks to many years of scientific research, we know that these measures are meaningful.
The science behind the results
If you’d like to know more about the measures, and the science behind them, please see the list of key academic papers that informed our profiling 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.
THE SCIENCE BEHIND THE PROFILES
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.
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.
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.
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.