What We Are Not

1 We are not a medical device

This assessment is not a diagnostic or clinical evaluation for depression, anxiety, ADHD, or any other mental-health condition. Its purpose differs from instruments such as PHQ-9, GAD-7, or clinical interviews.

Occasionally someone interprets a low score as evidence of depression — we do not provide that kind of information. If you have mental-health concerns, please consult a licensed mental-health professional (psychiatrist, clinical psychologist).

2 We are not a hiring/placement solution

This assessment does not recommend specific jobs, companies, or salaries. The "fields of interest" curation is limited to broad occupational categories. There is no matching or referral feature.

We also do not recommend using these results for hire/no-hire decisions or for scoring in performance evaluations. The assessment has never been statistically validated for that environment. For pass/fail or scoring purposes, use industrial/organizational instruments validated for that context, such as SHL or Hogan.

2+ However, indirect use is entirely appropriate

That said — using the results as an indirect resource inside a career or hiring process is a different matter. The following kinds of use have happened in real practice and are well within scope:

• Career-direction clarification — a candidate organizing their own values, interests, and strengths onto a single page so that their resume, portfolio, and cover letter become internally consistent.
• 1:1 career conversations — a coach, mentor, or manager reading the report together with the person to choose the next step jointly.
• Interview preparation — settling one's own language for the "tell me about yourself" family of questions before walking in.
• Job assignment / internal placement reference — inside an organization, with the person's consent, as one of several reference inputs into a fit conversation (never the sole basis).

In short — "the assessment decides who passes or fails" is out of scope, while "the person uses the report, with help, to organize their own picture of themselves" is well within scope. The dividing line is who does the deciding: if the assessment decides, it is placement; if the person decides, it is a reference.

3 We are not at the psychometric-validation stage yet

Candidly: as of now, the Life Portfolio 76-question assessment has not completed psychometric validation — Cronbach's α, factor analysis, test-retest reliability, and so on. Post-hoc validation is planned once enough response data accumulates next quarter.

This is nothing to hide. When the MBTI and Gallup's CliftonStrengths (StrengthsFinder) were first released, neither had accumulated enough statistical data; the validation layer was built up over decades of manuals, revisions, and research papers. Every tool moves through design → use → validation. We are at the first stage — design and early use — and we do not conceal that fact.

4 We do not guarantee short-term effects

This assessment does not promise "we'll find your calling in 3 weeks," "your salary will rise," or "you'll be happier." Tools that make such promises are usually one of two things: (a) the person's life was already heading that way, or (b) the marketing copy is bigger than the facts.

What we offer is a single, organized picture of yourself in one report. What you do with it is decided by you and by your daily life. Don't expect something to be different next week simply because you received a report.

5 We do not give permanent answers

A person's values, interests, and execution style change over time. After a major transition (job change, marriage, parenthood, loss, illness, formation of faith), it is natural for the same person to respond differently to the same items.

We view the report as a snapshot at a moment. Re-taking the assessment every 1–2 years is recommended. No obligation, however — receiving the report just once is fine on its own terms.