We do our best work when we play to our preferences.
Sariio is work preference intelligence: evidence of how each of us prefers to connect, think, decide and get things done. Teams that see those differences build trust, collaborate with less friction and retain talented people. Sariio turns that insight into practical changes in hiring, onboarding, coaching, leadership and sales.
What does the free survey include?
The survey takes about 12 minutes and creates your myMAP, a personal map of how you prefer to work.
- myMAP - your preference profile
- Ask Sariio - put any work situation to Sariio AI and receive options grounded in your preferences
- Sariio Coach - a question-led coaching conversation that keeps ownership with you
- Compare - two maps side by side, when both people agree
No card required.
What changes when preferences are visible.
Only one person in five is engaged at work (Gallup, State of the Global Workplace, 2026). Why? In our experience, because so much of how we prefer to work goes unspoken. Sariio measures preference, not personality. No types, no grades, no rankings, and a preference is never a verdict on ability. Once you can see how people prefer to work, four things change.
Talented people remain.
When the work fits the way you like to work, you tend to stay (Kristof-Brown, Zimmerman and Johnson, Personnel Psychology, 2005). A manager who can see that fit can shape the role, and the one-to-one, around the real person rather than a guess.
Friction turns into understanding.
That colleague who seems to slow everything down? They may simply prefer to think before they decide. Once two people can see each other's preferences, the conversation moves from "why are you like that?" to "how do we make this work?"
Conversations land better.
When you know how someone prefers to decide, you can put your case in the way they'll hear it. Leaders and salespeople notice the difference first.
People decisions rest on evidence.
Hiring, onboarding and team design draw on how the people who already do well here prefer to work. A person still makes every decision. The evidence just improves the questions.
Every survey and every comparison is free.
Take the survey, invite one person, and see what brings out the best in you both. No payment card required. For everybody.
The survey takes about 12 minutes and creates a personal map of how you prefer to work, called a myMAP. The myMAP reaches you first; sharing is your choice.
Then invite someone. You each see what a good day looks like for the other, what a harder day looks like, what motivates each of you, and the blind spots neither of you sees alone. A comparison appears only when both of you agree.
See what brings out the best in you both
Paid tiers add team and organisation reporting. See pricing
One survey. Every level of understanding.
Start with yourself and widen the view when you're ready. The same map at every step.
How you prefer to connect, think, decide and get things done.
See a live myMAP (opens in new tab)You and the colleague who checks everything, or the manager who decides in a heartbeat. Two maps side by side, shown only when both of you agree.
See a live comparison (opens in new tab) See what brings out the best in you bothWhere a team's preferences cluster, where they divide, and the gaps that explain the friction.
See a live teamMAP (opens in new tab)The patterns across teams that shape how work gets done, and what the people who thrive share.
See a live cultureMAP (opens in new tab)Better coaching starts with better context.
Gallup, 2024: 80% of employees who received meaningful feedback in the past week are fully engaged (opens in new tab). Liu and Batt, Personnel Psychology, 2010: supervisor coaching raised performance (opens in new tab)
Sariio Coach brings the maps into the conversation. Yours, and the map of the person the situation involves, if they've chosen to share it.
What does a good coaching conversation look like? Find what matters. Name the real challenge. Weigh the options, choose, and turn the choice into action. Ownership remains with the person being coached, start to finish.
Seven stages that keep ownership with the coachee. Stay curious longer. Rush to action and advice more slowly.
- OpenStart with what matters most to them right now.
- ExploreGo wider before going deeper. First answers rarely tell the whole story.
- FocusFind the real challenge underneath the presenting one.
- ClarifyName the outcome they actually want.
- SupportOffer help without rescuing. Let them lead.
- WeighEvery yes has a no. Surface the trade-offs before they commit.
- LearnClose by drawing out the insight, so it sticks.
"I was struck by how it coached me as I was using it - it probes rather than tells, just like real coaching, which I love. It's been amazing, honestly mind-boggling."
Engaged teams retain more people and perform better.
Sariio shows a manager how each person on the team prefers to work, then coaches the manager to those preferences. Start with a free 30-day pilot for one team. We set the baseline together, run the platform, and sit down with you to read the results.
Running a contact centre or a BPO operation? There's a page for that.
Your client relationship. Your expertise. Supported by Sariio.
Burnham, Frels and Mahajan, 2003 (opens in new tab)
Clients remain where a relationship carries continuing value. Sariio extends what your practice offers between engagements: maps, comparisons and coaching your clients revisit, in a portal with your brand alongside Sariio.
Sariio reveals preferences, so you can decide.
Preference, not ability.
Sariio describes how a person prefers to work. No grades, no ranks, no types, and a preference is never read as a verdict on anyone.
A person decides.
Every hiring, placement or management decision that draws on Sariio is made by a person, with the evidence beside them. Sariio takes no biometric input and analyses no voice, face or video.
Shared by choice.
A comparison exists only when both people have agreed to see each other's maps, and either of you can withdraw that agreement at any time.
Hosted in Frankfurt on infrastructure with SOC 2 Type II and ISO 27001 attestations, encrypted in transit and at rest, and client data is never used to train AI models. The full declaration: How Sariio protects your data.
Sariio did not begin with generative AI. David Foggin built the first version, Saviio, in 2007; by 2016 Saviio had run for nine years across forty organisations and more than twelve thousand people. SAM Headhunting in Copenhagen made Saviio the working tool of its consultants across sixteen countries, and Nigel Frank International has used the approach since 2009 across EMEA, the United States and Asia Pacific.
The people behind SariioReading on how people work.
Long-form articles, researched and cited, on preferences, teams, culture, coaching and the ideas behind Sariio.
What are work preferences?
How a person prefers to connect, think, decide and get things done, and why that differs from skill.
Working togetherPlay to my preference or yours?
Whose preferences win when two people differ: fifty years of reciprocity research arrive at the same answer.
What we believeTen things we believe about ourselves and work
The beliefs underneath Sariio, from playing to our preferences to seeing what is already here, with the research behind each.
Understanding starts free. Always.
Take the free survey. About 12 minutes. Then invite someone to compare. When you're ready to bring Sariio to a team, a practice or an organisation, we're a conversation away.