Measure the preferences. Act on the evidence.
One ten-minute survey, four preference factors, six dimensions, and four kinds of report drawn from them. Every engagement follows the same shape: map how your people prefer to work, hold that map against the results you care about, and change what the evidence says to change. This page is the reference for the method, and for the boundaries around it.
Three steps, in the open
First, we map. Your people take the survey: sixty statements, answered on sliders, in around ten minutes. Each person receives a myMAP, and each person owns the data they produce - consent is captured before the survey begins, and the results belong to the individual who produced them.
Second, we hold the maps against your numbers. A successMAP built from your longest-tenured, best-performing people shows the preference profile behind the KPI. A teamMAP shows where a team clusters and where opinion splits into camps. A cultureMAP shows the whole operation at once. When those maps sit beside your attrition, quality and sales figures, patterns appear that exit interviews rarely surface.
Third, we act - and a human decides. The maps inform hiring conversations, onboarding, coaching and team design. Where matching is used, the figures inform and a person decides: the app applies no threshold, rejects nobody and shortlists nobody on its own - no algorithm screens anyone out. I advise where asked, your managers decide, and the evidence has to carry the argument.
Four factors. Twelve preference pairs.
Sariio measures preference - how someone is inclined to work - from a person's own answers. Preference is measured against the individual's own answers; a group norm plays no part. And the survey passes no verdict on ability - a map assigns no type and grades no one.
Relationships
How someone builds working relationships, and what they protect when work and people pull in different directions.
Thinking & Planning
Where someone's thinking starts: the proven route, or the untested one.
Making Decisions
How choices get made, and how much unknown a person will carry while making them.
Getting Things Done
Where someone's energy sits in the life of a piece of work, from first framing to final polish.
A sample reading. Each pair is a slider, not a tick-box: preference is a position on a spectrum, and forcing a binary answer manufactures certainty the person never expressed. The same design lets people re-take the survey over time, so a map can show how preferences move as circumstances do.
Six dimensions, four reports
Four factors combine in exactly six ways, and each pairing becomes a two-axis field. Those six fields - Direction, Action, Approach, Impact, Commitment and Process - are the canvas every Sariio map is drawn on, from one person to a whole organisation. Hover a line, or a field, to see which two factors make it.
Direction
How the group sets out.
Action
How choices become finished work.
Approach
How the group works out what to do.
Impact
What the group produces through people.
Commitment
How agreement is reached.
Process
How plans become finished work.
Sample points. Each field is a two-axis space: a myMAP places one person on every field, a cultureMAP places everyone, anonymised. Each dimension is explained in full in the six dimensions article.
The same survey, read three ways.
Sariio uses three plain words for the three distances a reading can be taken from. All three come from the survey you take in about 12 minutes, so nothing is collected twice.
Mirror
For you.
The myMAP: how you prefer to connect, think, decide and get things done, in plain language, with what each preference earns you and what each one costs.
See a live myMAP (opens in new tab)
Map
For the people beside you.
Compare and the teamMAP: two or more maps side by side, so a pair or a team can see where preferences meet and where they differ. A comparison appears only when both people agree.
See a live comparison (opens in new tab)
Compass
For the organisation.
The cultureMAP: every reading aggregated and anonymised, showing the direction the culture already travels and how ready the culture is for change.
See a live cultureMAP (opens in new tab)This is what a cultureMAP looks like
Below is a real cultureMAP - twenty-seven completed myMAPs from a client operation, anonymised. Six dimensions, each drawn from the preferences of the people who took the survey, with commentary the AI is only allowed to write where the numbers support the claim.
The full interactive version, with every dimension explorable, is in the app. Explore a live cultureMAP (opens in new tab)
The commentary is gated, logged and audited
The narrative on a Sariio map is written by a language model, and the model works under constraint. Where the numbers show no support for naming a leading preference, the commentary names none. The model works from what the survey recorded; where a gap exists in the data, the gap remains visible. All output is logged with timestamps and version numbers, so any sentence on any map can be traced to the model, prompt and data that produced it.
Two commitments sit above all of this. No automated decision is ever made about an individual - a human being always decides, and that commitment is written into the contract as well as the design. And Sariio takes no biometric input of any kind: no voice, no face, no video. That keeps the platform outside the EU AI Act's Article 5 prohibition on emotion recognition in the workplace - by design.
What preference data cannot do
A map describes orientation: how a person is inclined to work. A map does not measure skill, predict performance on its own, or justify screening anyone out. Where a successMAP benchmark is used, the app shows how closely a candidate's preferences sit against it - deterministic positions, dimension by dimension and cell by cell, computed from the person's own answers, not an AI judgement - and that match is not a merit ranking: sitting close to the benchmark means similar preferences to the benchmark group, not a better candidate. Selecting only for similarity also selects for more of the people you already have - a benchmark drawn from a homogeneous group can reproduce whatever that group has in common, relevant or not: a risk under the Equality Act 2010. So the match informs, the client decides which lens the team needs - similarity, or deliberately-sought difference - and no threshold, automated screen or auto-shortlist exists to decide it for them. I will say that in the room whenever a client asks for a ranked list.
Where the data is held
All platform data is hosted in Frankfurt on European infrastructure, encrypted in transit and at rest, with access controlled through role-based permissions and organisation-level isolation. Consent is captured before every survey, the data belongs to the person who took it, and deletion requests are honoured on demand.
The full picture - hosting architecture, certifications, sub-processors, GDPR and POPIA positions, retention, incident response - is published in one place for your DPO and procurement team: the trust & AI governance declaration.
Try the method on your own numbers
Bring one role and one KPI to a first conversation, and we will see whether a map shows anything you cannot already see.
Or start with the evidence: explore a sample myMAP (opens in new tab)