A clearer way to read your preferences

Find your four-lettertype compass.

Choose a private, independent Type Compass assessment here, or continue to the licensed official MBTI® assessment.

Choose your route

INDEPENDENT

Type Compass — Detailed

40 original core questions, followed by 3–12 adaptive tie-breakers only where your preferences need a closer look.

40–52 questions · about 10–14 minutes · free
AUTHORIZED PROVIDER

Official MBTI® assessment

Continue to an authorized provider for the licensed instrument, official report, and best-fit verification.

Global Step I™: 92 items · Step II™: 143 items totalContinue to official provider↗Step II access may require an Elevate® license or certified practitioner.
◷ About 10–14 minutes◇ Answers stay in this browser
40 core + 3–12 adaptive questionsAbout 10–14 minutesAnswers stay in this browserFor self-reflection, not diagnosis or selection

01 · The framework

Four preferences, one whole pattern

You use every side. This assessment looks for the side that felt more natural across ordinary situations—not what you are capable of doing.

01
E—I

Energy

Where your attention naturally goes and how you tend to recharge.

Extraversion / Introversion
02
S—N

Information

The kind of information you notice and trust first.

Sensing / Intuition
03
T—F

Decisions

What you give the most weight to when reaching a decision.

Thinking / Feeling
04
J—P

Lifestyle

How you prefer to organize and engage with the outside world.

Judging / Perceiving

Answer as your natural self

Choose the response that feels easier on an ordinary day, outside a role you must perform. There are no better types and no perfect answers.

02 · Type library

Explore all 16 patterns

No type is better than another. Open any profile to compare its natural strengths and useful stretches.

03 · Transparency

Method & responsible use

Type Compass is an independently written, educational questionnaire inspired by Jungian type preferences. It is not the official MBTI® assessment, has not been psychometrically validated, and should not be used for hiring, diagnosis, ability judgments, or high-stakes decisions.