Find the candidate who completes your team

Turn human values into performance. We find that one candidate who will make your team feel just right.

Blinds spots in your hiring process turns experts into friction.

Hiring the wrong candidate into the team creates friction that drains momentum, and potential is lost because individuals collide instead of collaborating.

The silo trap

Without shared direction, individuals are misaligned and not performing to their fullest.

Invisible friction

When the human framework is missing, simple tasks turn into conflicts or non-communication.

The guesswork gap

Teams struggle because they lack a common language to bridge their different professional perspectives.

The right mix of people changes everything

We map your existing team using scientifically proven frameworks, so you can cast the perfect candidate without the guesswork. By handling the data-driven alignment from the very start, we protect your culture, keep your best people, and drive a measurable rise in performance.

How it works

We look closely at your team's collective strengths and patterns. By understanding how you work together, we identify the exact candidate who completes your team.

Become part of a community

High performance requires an environment where people feel safe to speak up and take risks. We establish the common language and social foundation necessary to turn professional colleagues into a resilient, cohesive team.

Remote team building

Finding it hard to make the team feel like a group? Is there just too long in between team building days? Our tool helps team members engage on a daily basis - they will have much more to talk about after they teamed up with us.

The Marketplace is a pool of tailored resources

Through the marketplace your organisation can connect with the right profiles for your team.

People share professional experience alongside personal values, working styles, and career aspirations to ensure cultural and technical alignment.

On the Marketplace we allow people to connect freely. Representation rests solely on internal values, skills, and aspirations, which gives immediate access to the right talent and makes it easier to assemble distributed, high-performing teams across European borders.

Invest in better teams

Hiring processes are expensive and timeconsuming. With our database of team-friendly candidates, you will save considerable ressources, staff hours and headaches.

Where other hiring services look at your company as a whole, we focus solely on the needs of your team. This makes hiring the right candidate much easier and faster.

Basic

€ 370

✓1 hour team chat
✓1 hour manager chat
✓2 hours of searching and job posting
✓1 hour filtering candidates
✓We present 3 candidates

Executive

Starting from€ 3000

✓1 hour team chat
✓1 hour manager chat
✓Extensive scouting and filtering
✓1 hour filtering high-level candidates
✓3-5 candidate conversations
✓Drafting and negotiating
✓Contract setup
✓Onboarding process

*All prices are Executive VAT

Organisations that solved their team dynamics

Explore how organizations have embedded our methodology into their daily operations to build resilient, high-performing communities.

“

If you say I do one thing while actually being part of a culture that demands the opposite, that is destructive for you. If, on the other hand, you're in a team that acts according to a shared set of values, you can also safely collaborate with others who work differently than you do. I admit that this is idealistic and difficult, and there are probably no companies that live up to their values 100%, but I think this is one of the areas where you have to make an extremely diligent and courageous effort — because ultimately it's the values that must guide big and small decisions alike, if you're to be credible both in your work culture and externally.

Cecilie Engelhardt Johansen,

Author and sociologist specializing in working life and cultural volunteering

“

The framework allowed us to identify and bridge gaps in our internal communication. It gave us the practical tools to turn our organisational values into actual, everyday behaviors.

Christian Holm,

Administrative Director,

RUC

The psychology of a high performing team

Teams are living systems driven by human psychology. By understanding what truly triggers human performance, we help leaders build cultures where people stay and grow together.

We achieve this by establishing psychological safety—removing the fear of judgment so people dare to share creative ideas and speak up.

We build strong relational trust to make accountability natural, and we use the progress principle—focusing on small, daily wins because the brain thrives on visible progress, which directly fuels long-term motivation and engagement.

Meet a team that values easygoing collaboration

Ina Johansen

Legal | Vision

Tomas Soucek

Tech to Business

Kasper Ravnløkke

DevOps

Sara Petersen

Multimedia Design

Riccardo Richiardi

Communication

Olger Z Gómez

DevOps & AI

Aditya Karve

Backend

Cornel Negru

Fullstack

Tarana Rushan

Marketing

Kasper Rubin

Graphic Design

Quido Huba

Fullstack

Ayuub Mume

Growth Strategy

Oleh Duma

Frontend

Nasier Mardan

Security & AI

Shahina Aktar

Finance

Artem Zagovora

Backend

Marcin Niziol

AI & Agile

Angel Rodriguez

Frontend

Curious about how we build stronger teams?

Discover how teams turn our methods into real results and better alignment. Find answers to the most common questions.

Is this just another test like the MBTI?

No. While we use easy-to-understand "types" to help you interpret results, the engine behind our test is based on the Big Five (specifically the IPIP). The Big Five is the most heavily researched and peer-reviewed personality model in modern psychology. We translate your scores into actionable team roles. In short, we group ranges within each personality trait—Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism—and give those combinations a name.

Why not just show us the Big Five scales?

Typology has been used for thousands of years to exemplify complex academic material and we agree that psychological measurements are seldomly black and white. Therefore we do actually tell you how you score on the Big Five— however, scales are not so easy for people to remember, so we represent the most common traits by showing them in 10 different groups of personality traits, which are originally based on the 5 clusters of Herzberg’s research.

If you are interested in learning more, feel free to reach out to us: contact@folkaet.com

Is a 50-question personality test accurate enough?

In reality, we could use a more in-depth test if the scope of our platform was to make accurate personality assessments. However, at Folkæt we do not want to create an environment where people feel like they have been psychologically probed or assessed. We are only trying to make it easier to do great teamwork. Therefore, we trust our users to use the platform in the way it is intended: as an indication of preferences and competencies in teamwork. If people fill out their profiles authentically they have a much better chance of a good fit because profiles are very far from one- sided with the possibility of elaborating with skills, interests, and aspirations to give future team members an idea of what you aspire to be. If a company wants to make a more in-depth analysis of cognitive capabilities, we believe such extensive screening processes should be carried out by professionals who will dedicate at least an hour to going through the results with the user, to make sure it has been done in the right way. That is why we don’t hand out pages of assessments afterwards. Our quizzes are rather quick assessments of priorities, preferences and competencies and users can choose to take the test again because we believe they could have been under influence the first time they took the quiz. Overall, we suggest users find a quiet place without interruptions, where they feel like they have time to take the test, and where others can’t influence them meanwhile.

How did you come up with the names of 10 different types?

To be honest, we came up with them ourselves because the names of the 5 clusters firstly defined by Herzberg were not that charming.

Why does everyone on the team need to make a profile too?

The more people who join the platform, the more scouts will appear from recruitment companies and companies we partner with. So, if you help us spread the word, I promise you that there are people who will go in there fishing… just make sure your scales are visible.

What research is behind this?

There is a lot of research showing different perspectives and personalities drives innovation forward. Harvard professor and researcher in creativity, Teresa Amabile, has made extensive research on how important the casting of different personalities is for building high performing teams. Patrick Lencioni made it clear in his book about Five Dysfunctions of a Team that the main challenge for teams are to build trust. And according to Harvard Professor Amy Edmondson and the Google’s Aristotles project, then you don’t just need trust, but the feeling of psychological safety, to make sure teams actually work together.

Is my profile being categorized for commercial use?

No, we do not directly sell your information. In time we will collect data on how long teams stay together and what types go well together based on the information that we have. But it will have nothing to do individually with your profile.

Got questions?

Call our co-founder Ina Johansen and have a chat about how we can collaborate.

+45 23 34 23 12

Time to wrap it up

Stop leaving your culture to chance. Take the first step toward a synchronized workspace by connecting with candidates who share your values and drive.

Onboard your team members to map the precise profile of your next colleague.

Our system acts as the glue in your team, securing long-term retention.

Access the marketplace to find candidates who match your exact needs.

Turn your group of experts into a powerhouse team.

Find candidate