The AGALTA Method Profile
Six dimensions, a 45-minute structured interview, and a one-page written profile. It describes how someone works. It is not a psychometric test, not a score, and it never rejects anyone.
Not evidenced
No example offered. A statement about the interview, not the person.
Adopting
AI inside an unchanged process. Real value, no structural change.
Integrated
Parts of the work reshaped, with verification built in.
Redesigned
The work is organised differently. Sets patterns others follow.
Fluency
Chooses deliberately between tools and models, and can explain the trade-off. The opposite of listing product names.
“Walk me through last week — which tools did you actually use, and for what?” “Where do you deliberately not use AI?”
Workflow redesign
Has changed the shape of the work rather than inserting a tool into the old shape. The most diagnostic of the six.
“What step in your process did you delete?” “How does a task start for you now, compared with two years ago?”
Delegation
Breaks work into pieces, hands over the right ones, and knows precisely which pieces must stay theirs.
“Describe a task you handed over end to end — how did you scope it?” “What do you never delegate?”
Verification
Not how much they read — what they have built that catches errors without them reading. Usually the dimension clients care about most, once they think about it.
“How would you know if this were wrong?” “What catches it for you when you are not looking?”
Leverage
The change shows up in outcomes — scope, speed or quality — with an example the person owns.
“What do you now do alone that used to need someone else?” “What did you automate that nobody asked for?”
Judgement
GATEOwns the outcome, decides against the tool when the tool is wrong, and can reason about the problem independently of it. Strong levels elsewhere mean little without this one.
“Where has working this way made you worse?” “Tell me about a decision you made against the tool’s recommendation.”
One page per candidate: a level per dimension, a verbatim line of evidence for each, a recruiter note, and two things we suggest you probe yourself. Two minutes to read, and reusable in your own interview.
Levels are never averaged into a single score, and the name of the person who ran the interview is on the page.
- Self-reported and interview-based. It describes method, not craft — you still test the craft.
- No validation study, no normative data. We do not pretend otherwise.
- No level is a pass mark. Plenty of excellent hires sit at L1 and should.
- No software assigns a level, and no candidate is filtered out by one.
A CV shows where you have worked. It does not show how you work — which is the part that has changed most. You see your profile before any client does, and you can correct it. No automated rejections, ever.