Research & Evidence
The science behind CORE.
CORE is grounded in established career psychology research. Here’s what informed the model — and where we deliberately adapted it for MENA youth.
Foundations
Three research traditions, one framework.
Holland’s Vocational Interest Theory (RIASEC)
Starting point · One of the most researched and validated career models in psychology: people with similar interest profiles tend to thrive in similar career environments. CORE builds on this — particularly the insight that interest is a strong predictor of career satisfaction.
How CORE uses it · Holland assumes work experience. CORE measures interests through everyday activities you’re already doing, making it accurate for youth without significant work history.
Self-Determination Theory (Deci & Ryan)
Starting point · Intrinsic motivation — being driven by internal needs rather than external rewards — is crucial for long-term engagement and wellbeing. Three needs drive it: autonomy, competence, and relatedness.
How CORE uses it · Our Rewards pillar maps to these needs. Impact relates to relatedness, Autonomy maps directly, Mastery relates to competence, and Recognition and Stability address the security needs that underlie motivation.
Career Development Theory (Super, Savickas, Krumboltz)
Starting point · Career choice isn’t a single decision — it’s an ongoing process of self-understanding and exploration. People thrive when they use self-knowledge to make intentional choices.
How CORE uses it · Each pillar illuminates a different dimension of yourself — interests, working style, values, environmental needs — a multidimensional self-portrait to guide your explorations.
Regional adaptation
Why a MENA-built model matters.
Global career frameworks were developed primarily in the US and Europe. They work well for those contexts — but they weren’t designed for MENA realities. CORE’s career clusters reflect regional economic realities, its scenarios are culturally relevant, and its research base is being built with MENA youth data.
Job markets
The available careers, industries, and opportunities are different. Technology and engineering dominate MENA’s growth sectors. Family and government roles carry different prestige and stability than in Western markets.
Education systems
University structure, degree programs, and pathways differ significantly from Western models. The decision points and timing are different.
Cultural factors
Family expectations, gender considerations, and social context play different roles in career decisions across MENA than in individualistic Western contexts.
Life experience
Young people in MENA may have different exposure to career types, industries, and role models based on their context.
Assessment design
54 questions, deterministic scoring.
The 54 questions
Each question maps to specific psychological constructs. Curiosities questions test interest in career clusters through realistic scenarios. Operations questions reveal cognitive style and work preferences. Rewards uses forced-choice trade-offs to reveal what truly drives you. Ecosystems measures environmental and social preferences.
The scoring logic
CORE uses deterministic scoring — a transparent, rule-based algorithm. It’s not machine-learning or AI-guessed. Each response maps to specific constructs; your profile is determined by clear mathematical rules. Your results are consistent, reproducible, and explainable.
Who developed this
Two decades of assessment expertise.
Enas Elgarhy
Human Capital Development Consultant · 20+ years
- BPS Certification as an Assessor (British Psychological Society) — the gold standard in psychological assessment credibility
- CIPD Diploma in Human Resources Management and Subject Matter Expert status with the Chartered Institute of Personnel and Development
- Advanced proficiency with psychometric tools including Korn Ferry Leadership Potential, Hogan, Saville, MBTI, PAPI-3, and TalentPredix
She designed CORE to address a gap she observed across her career: young people in the MENA region were using Western career tools that didn’t fit their reality. CORE brings together two decades of assessment expertise with a commitment to making career guidance accessible and culturally relevant.
Questions
Frequently asked, honestly answered.
Myers-Briggs measures personality type — how you prefer to think and interact with the world. StrengthsFinder measures your talents. Both are valuable for self-understanding, but they don’t measure career fit specifically. CORE is designed for career exploration — measuring your interests, how you work, what motivates you, and where you thrive. They answer different questions.