Methodology
LifeScore organizes psychological concepts into practical outputs. This page explains the structure of our assessments, how to interpret results, and what they do (and don’t) mean.
1) What the site is
LifeScore is a self-assessment platform. Some content is educational (articles, glossary), and some content is interactive (tests). Most educational pages are statically generated for speed and crawlability.
2) Frameworks
- Big Five (FFM): trait dimensions used widely in personality psychology.
- Cognitive ability: structured problem-solving tasks used to approximate reasoning ability.
- Archetypal models: narrative patterns used as a lens for motivation and decision-making.
For a deeper explanation of core concepts, browse the glossary or the journal.
3) How to interpret results
Treat results as directional, not deterministic. The most valuable output is the pattern: which dimensions are consistently strong, which are bottlenecks, and which environments amplify or suppress performance.
4) IQ percentiles and rarity
Score pages use the conventional IQ scale: mean 100 and standard deviation 15. Percentiles come from the cumulative normal distribution; rarity uses the relevant upper or lower tail. Values are rounded model estimates. A real result should also name the instrument and report its confidence interval because norms and test ceilings differ.
5) Historical IQ estimates
Historical profiles are historiometric interpretations, never recovered test scores. Each page states whether a verified result exists, publishes a cautious range, assigns an evidence-confidence label, links sources and lists limitations. Achievement can support an inference of exceptional domain ability, but it cannot establish an exact full-scale IQ.
Read and download the Historical Intelligence Index6) Career cognitive-demand benchmarks
Representative IQ averages are not available for most occupations. LifeScore's career number is an editorial comparison benchmark derived from role-demand ratings and broad research on cognitive ability and work complexity. It is not an occupational average, hiring rule or minimum score. Career pages prioritize tasks, education, experience, personality fit and work context.
Explore the Career Demand Index7) Responsible use
Assessments are for education and self-development. They are not a medical diagnosis. If you’re dealing with mental health concerns, consult a qualified professional.