First and foremost, the profiles present results as potential to be unlocked, helping to avoid the risks of labeling, over-interpretation, stereotyping, or boxing people into predefined categories.

The founder himself spent too many years feeling trapped in the label of “HR Information Systems Expert,” and his approach is precisely designed to avoid forcing round pegs into square holes!

KANAKA.world for the F.L.A.S.H.© Method, has developed a simple and accurate framework built on the best of what has emerged in the last 80 years of behavioral science. This includes:

The three-brain model from neuroscience explaining how we make important decisions,

The 10 must-have soft skills for recruitment,

The 8 natural talents and behavioral preferences,

And a list of best-suited jobs designed to prevent burnout from repetitive and intense tasks that don’t match your natural abilities.

You gain access to a wealth of relevant, easy-to-understand information—without personal interpretation.

Our business model is designed to help you launch or grow your activity, and to support powerful, sustainable growth using our one-of-a-kind method.

No, KANAKA.world has developed its own proprietary natural algorithm, built using a Big Data set of over 75,000 validated profiles, refined over 15 years of research.

It performs millions of calculations and iterations to deliver results that our clients describe as both blazingly fast and impressively accurate.

As soon as you're connected to the internet, it takes just one-tenth of a second for the profile to appear clearly on your screen!

This ultra-fast process also helps us eliminate all possible bias in our method. Contact us to learn more.

You’ll barely have time to start your tea or coffee.

To be even clearer: the algorithm can process 1000 profiles simultaneously without waiting more than a second for the results to appear on screen.

That’s also why so many of our clients instantly fell in love with the method.

In practical terms, as soon as you're online, it takes exactly 1/10th of a second to display a fully generated, crystal-clear profile!

When used to evaluate individuals in emotional distress or under extreme stress, personality tests can produce distorted answers that do not reflect reality and therefore lack reliability.

Cognitive aptitude tests are also a form of psychometric testing.

Unlike personality tests, however, they measure and assess a specific type of intelligence—cognitive abilities. These are commonly used in hiring processes as part of pre-employment screening.

At KANAKA.world and the F.L.A.S.H.© Method , we set out to create and have successfully developed an internal AI-based alternative to these often controversial tools and methods.

Among the most widely used tests in the world are :

MBTI (Myers-Briggs Type Indicator):

Measures different personality dimensions through a self-assessment questionnaire, commonly used for personal development and understanding one’s behavior and learning style. Yes, the founder is ENFP. But are we really just those personality traits? Of course not.

We are much more than 1/16th of a MBTI matrix.

SOSIE (System for Observing Interpersonal Styles by Eysenck):

Focuses on interpersonal styles and provides insight into how someone might interact with others.

PAPI (Personality and Preference Inventory):

Evaluates personality traits and preferences through a questionnaire to understand how an individual might fit into a professional environment.

BIG FIVE (Five Factor Model):

Measures five major personality traits that are considered key predictors of job performance.