Why situations
Ask people whether they handle conflict well and almost everyone says yes. Put them in a specific situation and the answers start to separate.
For each situation you pick what you'd most likely do and what you'd least likely do. Spotting the good answer is the easy half. Ruling out the tempting bad one is where judgement shows.
What changes with the company, role and level
Company
Situations are set in that company's world: how fast it moves, how decisions get made, what it rewards. How well you'd fit its way of working is part of what's measured.
Role
The capabilities come from what the role is expected to do. A finance lead and a design manager aren't measured against the same profile.
Level
The bar moves with seniority. A manager is measured on getting results through others. A director, on scope across teams. An executive, on the long-term consequences of a decision.
What is measured
Situational & Behavioural
Judgement and how you work with people. The paid version also measures emotional intelligence and fit with the company's working culture.
A situation might look like
A peer commits your team to a deadline in a meeting you were not in. The client has already been told. What is your first move?
Functional
Depth in the work itself, including the situations where the right answer depends on noticing what really constrains the decision.
A situation might look like
Month-end close is slipping by three days. Finance blames the ERP, IT blames upstream data entry. Which do you investigate first, and what would tell you that you were wrong?
Leadership
Setting direction, difficult people decisions, and influence beyond your own team.
A situation might look like
Your strongest analyst has an offer elsewhere. Matching it breaks your band structure and two peers will find out. What do you do, and what do you tell the peers?
AI Readiness
Using AI responsibly in your own role, which means checking its output, protecting sensitive data, and deciding what to hand over.
A situation might look like
You are about to paste a client's revenue breakdown into a public AI tool to summarise it for the board. What do you do instead, and what would you escalate?
Each type is scored on its own, so a strong result in one can't hide a gap in another. Take the ones that match the move you're making; the scorecard brings them together.
When the evidence is strong, and when it isn't
- Scored
There's enough evidence to put a number on it.
- Indicative
The signal points somewhere, but not strongly enough to call a confirmed strength or gap, and it's labelled that way.
- Not enough evidence
No number is forced.
A number built on thin evidence looks just as precise as one built on solid evidence, and people quote numbers. So MinTraq doesn't invent conclusions it can't support.
How scoring works
Your score is calculated by fixed rules, not by model judgement. Language models help write the situations and explain your result, but they don't decide the score.
Taking it again
Reassess after 14 days and see whether anything moved. MinTraq only shows movement when the assessments are comparable enough for the change to mean something.
Questions people ask
Which should I take first?+
Situational & Behavioural. It applies to every role, and your first one is free.
How long does one take?+
Between about 15 and 45 minutes, depending on the type.
Are these psychometric tests?+
No. They're structured situational assessments built for a specific company and role, and MinTraq doesn't claim they're a validated psychometric instrument.
Can I retake one?+
Yes, 14 days after your last attempt.
Who sees my results?+
Your results are private to your account. We never share them with employers, recruiters or anyone else.
Where this fits