"Just find us someone good"
Hiring briefs copy the last job advert. Nobody can say what the team is actually missing.
BTLS: a role brief from the team's gaps
- Home
- For HR managers
Less guesswork in every people decision
Invite your people with one company code. Everyone gets a personal report they can understand on their own. You get team reports, interview questions and a development focus for every team, with consent and privacy built in.
About 20 minutes per person
No specialist needed to read reports
Confidential by design
Sound familiar?
The people problems that land on HR's desk
Most of them come down to people who think differently and do not yet know it. BTLS puts that on the table, in plain language.
Two people who keep clashing
Team conflict that is really about style: one wants the plan, the other wants to try things.
BTLS: pair tips, reviewed by a manager
Who needs a different approach?
The same training for everyone, and managers who coach everyone the way they like to be coached.
BTLS: preferred coaching approach per person
New starters who take months to settle
Onboarding covers systems and policies, but not how the new person and their manager like to work.
BTLS: a "Work with me" card from week one
Proving value to leadership
Exco wants evidence, not workshop feedback forms. HR needs numbers it can put in a board pack.
BTLS: team reports and a company dashboard
Confidentiality worries
Personal results in spreadsheets and email threads. No clear consent, no record of who saw what.
BTLS: consent first, group views you can opt out of
What BTLS does for HR
One platform, job by job
Here is what each part of BTLS looks like for an HR team. The screens show Kestrel Logistics, a fictitious company with 125 people in 8 teams.
Roll-out
Invite everyone with one code, and see who has finished
Create your teams, then share a company code, a join link or a QR code. Or email people their personal link. Progress shows up on your dashboard as people complete the questionnaire.
- Invited, in progress and completed, per team
- A completion rate you can chase without spreadsheets
- People create their own login; completed reports go straight to HR
DashboardWho has taken the questionnaire
8 teamsInvited134
Completed125+12
In progress9
Completion rate93%
Progress by team completed
Finance14 of 15
Operations14 of 14
Fleet21 of 25
Sales17 of 18
Customer Care20 of 21
IT11 of 12
Company code
KESTREL-24CopyRecently completed
NKNaledi K.Operations, today
JBJohan B.Operations, yesterday
Team reports
A team report in minutes, not a week of workshops
Average preference scores for every team, who leans which way, and how spread out the team is. Team dynamics adds the strengths, blind spots and gaps to cover. Use it to start a conversation, never to judge individuals.
- Group summaries for Thinking, Work, Needs, Leadership and Coaching
- Include sub-teams, or look at one team only
- Export to CSV for your own reporting
Team reportOperations
14 of 14 sharedAverage preference scores Work
66 or more: strong33 or less: light
Team dynamics
- Strength: reliable plans, deadlines met, detail checked.
- Blind spot: new ideas can be dismissed too quickly.
- Gap to cover: Big Picture. Explain the why behind changes.
Leans to execution: 66% of Operations lead with L1 or L2. Give the team notice before changes, and a clear plan for each step.
Team conflict
Turn friction into a working agreement
Pair tips show the shared ground and the biggest differences between two colleagues, with a tip for each person. A manager reviews them before they are shared with both people.
- Shared ground and biggest differences
- Tips for both, and a tip for each person
- Coaching tips only. Never used to hire, fire, promote or judge anyone
JBLNJohan B. + Lerato N.L2 Structured meets I1 InnovationReviewed and shared
Shared ground
- Both want work done properly and look at the facts.
- Both prefer short, purposeful meetings.
Biggest differences
- Johan wants the steps and notice before change.
- Lerato wants room to try things first.
Tips for both
- Agree early on what can change and what cannot.
- Tip for Johan: recognise the idea first, then talk about what would make it work.
- Tip for Lerato: put the must-haves and dates in writing.
Interview preparation
Know which perspectives to explore before you interview
Choose a team and the Hiring Advisor shows the perspectives it discusses less often, points for development discussions, and interview questions that explore them.
- Perspectives the team discusses less often
- Points for development discussions, in plain language
- Interview questions you can use straight away
Perspectives to explore in FinanceBig Picture and people-minded thinking
Light in the team: R1 Big PictureLight: R2 Inter-Personal
Perspectives to explore
- Explains what the numbers mean for the business, not only what they are.
- Builds trust with budget holders outside Finance.
- Tell us about a time you explained a complex number to a non-finance audience.
- How do you decide which trends matter for next year's budget?
- Describe a process you changed because the team found it hard to use.
BTLS describes thinking preferences, not ability or performance. Use it to shape interview conversations, never as the only reason to choose or reject a candidate.
Development and onboarding
Coach each person the way they prefer, from day one
See each person's preferred approach to coaching and leadership, and where a team needs to grow. New starters share a "Work with me" card, so their manager knows how they like to communicate, decide and receive feedback.
- Preferred coaching approach per person
- Team development focus from the group summary
- Links to learning programmes: leadership, communication, negotiation, creative problem-solving
Operations teamHow to coach this team
14 peopleAPAisha P.Facts first. Support when asked.Passively involved
JBJohan B.Clear steps. Show and tell.Directive
NKNaledi K.Find answers together.Collaborative
LNLerato N.Hands-on, alongside her.Actively involved
NKWork with NalediNew in Operations. Leans R2
Talk to meIn person where you can.
FeedbackPrivately and kindly.
Team focus: Operations is light on Big Picture thinking. A creative problem-solving workshop would help the team see the wider picture.
Privacy controls
Privacy that your staff can see
Completed reports are always available to HR, the CEO and the person's line manager. Anything wider needs consent: each person decides whether colleagues can see their card, whether they appear in group views and whether AI may write insights for them.
- HR, the CEO and line managers always see completed reports
- Roles decide who can open your organisation, and what they can do
- Personal details encrypted, with an audit trail of who saw what
- AI only sees codes such as "Person A", never names or emails
My accountWhat I share
Thandi M.HR, the CEO and my line managerCan always see my completed report.Always
Include me in team and group viewsI can opt out of group views.
Show my "Work with me" card to colleaguesHidden from colleagues when off. Only I can see it.
Allow AI insights Coming soonUses my preference scores only, never my name or email.
Colleague compatibilityBoth people must opt in. I can opt out at any time.
Sharing beyond HR, the CEO and your line manager only happens with your prior consent.
Give your leadership team something to act on
Team reports and the company dashboard turn profiles into a view exco can read in five minutes: where the business is strong, where it is light, and what HR is doing about it.
- Company and team thinking-style mix
- Division views and leadership approaches across the business Coming soon
- CSV export for your board pack
No specialised HR support needed
Every report is written so a line manager can open it and understand their staff complement. BTLS is a practical, non-psychometric business tool: it describes thinking preferences, not ability or personality.
- Five thinking styles in three contexts
- A "Work with me" card for every person
- No right or wrong answers
Getting started
Your first 30 days with BTLS
A simple plan HR can run alongside everything else. Most of the work is done by the platform.
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Day 1
Set up your teams and share the code
We set up your organisation. You create teams, give managers access and send the company code or invites.
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Week 1
People complete their profiles
About 20 minutes each. Everyone downloads their own report straight away and chooses what to share.
- Track completion per team on the dashboard
- Send a reminder to teams that are behind
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Week 2
Read the team reports with each manager
Go through strengths, blind spots and gaps. A team session on the group profile is a great way to start the conversation.
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Week 3
Put it to work
Use the Hiring Advisor for your next open role, agree pair tips where there is friction and set a development focus per team.
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Day 30
Report back to leadership
Share the company dashboard with exco: the thinking-style mix, the gaps that matter and the actions HR has started.
Questions from HR
What HR managers ask us
How long does the questionnaire take?
About 20 minutes. People can stop and continue later. Reports are ready as soon as they finish.
Do we need a psychologist or specialist to read the reports?
No. BTLS is a practical, non-psychometric business tool. Reports are written in plain language so any manager can understand their staff complement without specialised HR support.
Can managers see everyone's results?
Yes. Once a person completes their report, HR, the CEO and their line manager can always see it. You decide who else can open your organisation in BTLS through roles, and anything wider, such as group reports, needs the person's prior consent.
Can we use BTLS in recruitment?
Use the Hiring Advisor to shape the role brief and interview questions from your current team. BTLS describes thinking preferences, not ability or performance, so it should never be the only reason to choose or reject a candidate.
How does BTLS keep results confidential?
BTLS respects each person's right to privacy. Once a report is completed, HR, the CEO and the person's line manager can always see it. Only with the person's prior consent will their profile be used or shared more widely, including in departmental or group reports. Individuals can opt out of team and group views, personal details are encrypted, and AI features are opt-in and only see codes, never names or contact details, and there is an audit trail of who opened what.
What does it cost to roll out across the company?
Corporate rates can be negotiated based on volumes and include full software access. Staff can also start with the free Basic Profile. See corporate pricing.
See BTLS with your own teams
Book a demo. We will show you the dashboard, a team report and the Hiring Advisor, and plan your first 30 days.