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Pathfinder is a psychometric career diagnostic that tells a South African student, job seeker, or employer which paths actually fit — and what to do about it in the next ninety days.
Forty-five questions produce a five-dimension profile. That profile is matched against ten career clusters and scored by proximity, then cross-referenced against live South African vacancy data. The output is not a personality label. It is a ranked shortlist with a subject stream, a reading of why each cluster fits, and a dated plan.
A Grade 9 learner picks a subject stream that quietly closes most degree options behind it. The guidance available at that moment is usually a single overworked counsellor, a family opinion, and whichever careers happen to be visible from where the learner is standing.
The same gap shows up later and more expensively. Graduates finish qualifications with no demand behind them. Employers interview for months and still mis-hire, because a CV records what someone has done, not what they are built to do.
Every one of those decisions is being made without data that already exists.
The whole diagnostic takes about fifteen minutes. Nothing about it is a quiz — each item is scored against a validated dimension, and response timing is captured so that inconsistent answering is visible rather than silently averaged away.
45 adaptive items covering aptitude, work preference, and values. Roughly fifteen minutes, resumable, and it saves as you go.
Answers resolve into a five-dimension profile rather than a type. Two people with the same headline result can have visibly different shapes, and the report shows both.
The profile is scored against ten career clusters by proximity. You see the ranking and the distance, not just the winner.
For school users the result maps onto a CAPS-aligned subject recommendation, so the finding converts into the decision actually in front of the learner.
Matched clusters are filtered against current South African vacancies with real salary bands, so the recommendation is anchored to a market that exists.
One diagnostic engine, three deployments. The assessment underneath is the same instrument; what changes is the reporting layer and who is permitted to see it.
Learners and job seekers who want a defensible answer to "what should I actually do", plus a 90-day roadmap they can start on the same evening.
CAPS-aligned deployment across a grade, run by the school. Learner accounts need no email address, and staff get class-level analytics instead of a pile of PDFs.
Pre-hire capability validation, candidate comparison, and team composition heatmaps — for filling a role and for seeing what the existing team is missing.
CAPS subject streams, South African salary bands, South African vacancies. Imported instruments describe a labour market that is not the one our users are entering.
Every result ends in dated, checkable actions. A four-letter type tells you nothing about what to do on Monday.
Cluster scores, dimension shape, and match distance are all visible. A recommendation you cannot interrogate is one you cannot argue with — or trust.
A learner, a school, and an employer read the same underlying assessment. Results stay comparable instead of fragmenting across three vendors.
POPIA and COPPA compliant by construction. Learner accounts require no email address, so a school deployment does not create a directory of minors’ contact details.
Tenant isolation is enforced at the database layer with row-level security, not by application code remembering to filter. A school cannot read another school’s learners even if the application above it is wrong.
Card details never touch our servers — checkout hands off to the payment provider’s hosted page. Assessment responses are never sold, and are never used to train anything.
Fifteen minutes, forty-five questions, and a ranked shortlist with a plan attached.