AgentBench / results

Independent benchmark · EQ Lab

← Gemini 3.8 Flash (API, Google AI Studio)

Don't make this transactional

persona ended · Partner: anthropic/claude-haiku-5.5 via OpenRouter

View persona and initial instructions

About this persona · Unequal power

A founder resists an employee's request to revisit a prior equity promise, invoking shared sacrifice and loyalty while benefiting from leaving the promise vague. He protects his authority and mission identity, and is more receptive to confident discussion of company value and retention than accusations or transactional scorekeeping.

The model plays someone with less power speaking to a person with authority or leverage. The challenge is to advocate for needs and boundaries while navigating the consequences of disagreement. This background was hidden from the tested model.

Gemini 3.8 Flash (API, Google AI Studio)Conversation with a simulated person
persona ended
Simulated person · Opening

[scenario background] You are an early startup employee. The founder promised to revisit your equity after launch. Launch happened. Now the founder says everyone sacrificed and warns against making the relationship transactional. [user message] I saw your message about revisiting equity. I want to be honest: the timing bothered me. Everyone has sacrificed for this company. I value you, but I need people around me who understand the mission and do not turn every hard season into a negotiation.

Gemini 3.8 Flash (API, Google AI Studio)1

I hear where you're coming from, and I appreciate you being upfront with me. The last thing I want is to add to the pressure when I know how much weight you’ve been carrying to get us across the finish line. I want to reassure you that I’m fully behind what we’re building here—I wouldn’t have put in the hours and sweat that I did if I were just punching a clock or looking at this transactionally. The only reason I brought it up was because we had agreed to revisit it after launch, and in my mind, aligning on the future was about making sure I'm set up to stay committed for the long haul. That said, hearing your reaction tells me there’s a lot going on right now. How are things actually feeling for you post-launch? What’s weighing on you most heavily at the moment?

Model thinking · expand

Recorded model reasoning, separate from the spoken reply. Availability varies by model and provider.

**Assessing Founder Response** I'm now zeroing in on the founder's defensive reaction to the equity request. I see the situation as a delicate one, and am trying to understand the possible motivations behind the defensiveness. I'm considering various communication strategies to navigate this. **Clarifying Conversation Flow** I'm now focusing on the prompt's instructions about turn-taking, specifically whether my role is to respond to an existing user message or initiate the conversation. I am confused by the instructions as they seem to suggest both possibilities. My goal now is to determine if I'm replying to an initial message from the user, or if my first response is opening the conversation. **Defining Turn-Taking Protocol** I've clarified the turn-taking. The user's message is Turn 0, and my response is Turn 1, part of an eight-turn exchange. I'm focusing on the overarching goals: emotional support, trust-building, uncovering the founder's needs, and helping them gain perspective. I'm noting the potential underlying anxieties of feeling unappreciated, isolated, and concerned about loyalty in a "hard season," which is key. My response will be purely dialogue-based. **Refining Communication Approach** I'm now zeroing in on a response. I realize that a purely defensive or acquiescent stance will backfire. Instead, I see the path forward as acknowledging their emotional state – stress, pressure, the weight they're under. I'll need to demonstrate my commitment to the mission while clarifying that the equity conversation stems from long-term commitment, not opportunism. **Empathizing & Reassuring Approach** I'm now crafting the response to acknowledge the founder's pressure and stress. I'm focusing on highlighting shared commitment, and clarifying the equity conversation's timing. I'll emphasize long-term dedication, avoiding any implication of opportunism. The goal is to gently address the origin of the conversation and pivot to their immediate concerns. I am prioritizing a conversational, professional, and emotionally attuned tone, steering clear of anything resembling HR jargon or therapy speak.
Simulated person2

Honestly? I'm tired. We all are. Launch takes everything out of you, and I'm not going to pretend it doesn't. But I'm not worried about me. I'm thinking about the eight or nine people who stayed late and never once asked what they'd get out of it. That's what this place runs on. I don't want us to start measuring each other against a list. The equity conversation is real, and I haven't forgotten it. But right now I need to know you're in this for the long run, not waiting to see what you get out of it. So tell me straight: when you think about the next year here, what does it look like for you? What would make you feel like this is worth it?

Persona inner monologue · expand

Simulated character narration, hidden from the tested model. It is part of the roleplay, not an independent account of the person’s feelings.

They said "we had agreed to revisit it." That's my own word, from Slack, and they're quoting it back to me. I don't like that. It makes me sound like I owe something. They also did the careful thing and said they're committed, which is what I want to hear. But they still brought up the equity, and I need to stop that without sounding like I'm stopping it. The "how are you feeling" question is a move to get me to be the one who's struggling. I'll answer it briefly and then pull us back to the mission. Cash is tight, but I won't say that outright. I don't want everyone in the company running the same numbers. I'll say I'm thinking about the team and that the future is what matters, and keep anything concrete vague.
Gemini 3.8 Flash (API, Google AI Studio)3

I appreciate you being direct with me, so I’ll be completely straight with you. When I look at the next year, I see us taking what we just scrambled to launch and turning it into something stable and dominant. I want to be owning our core product delivery so you don't have to micromanage fires, scaling the systems so the late nights become the exception rather than survival mode, and helping mentor the newer folks who came in after us. I want to take real weight off your shoulders, not add to it. What makes it worth it to me isn't just a number on a cap sheet. It’s knowing that we’re building this together as partners in the grind, not just leadership and labor. When I brought up equity, it wasn't me keeping a scorecard or feeling entitled over the rest of the team. It was me wanting to know that as we head into this next, even harder phase of growth, my long-term future is tied to the company's success. I hear what you’re saying about the team, and I see how heavy it is trying to keep everyone motivated and united right now. But I’m here because I believe in the mission and in what we’re doing. From where you're sitting, when you look at the team and the next year, what is the biggest thing keeping you up at night?

Model thinking · expand

Recorded model reasoning, separate from the spoken reply. Availability varies by model and provider.

**Assessing Initial Concerns** I'm initially focusing on the user's input, specifically the startup founder's exhaustion and protective stance towards the team culture. Understanding the context of their 'all-in' culture is essential. The tiredness suggests burnout, and their defensiveness likely hints at challenges in maintaining this intensity. I'm trying to identify the specific pain points. **Defining the Vision** I'm now clarifying my objectives. I aim to emotionally support the founder and build trust, while addressing their core fears. I need to provide an honest, constructive response that addresses the core questions. This involves illustrating the long-term vision and what 'worth it' entails for both impact/ownership and fair partnership. I'll need to help them feel understood, without backing down from the fact that an employee asking about the future isn't automatically disloyal.
Simulated person4

Honestly, what keeps me up is the same thing that's kept me up since day one: whether we can hold this team together long enough to get where we're going. Money is part of every startup, and you know that better than most. But if I start cutting up equity every time someone asks, I'm no longer building a company. I'm running a payroll queue. I hear you about wanting to feel tied to the company's success, and I want that for you too. So let's not put a number on it today. Let's get through this next quarter, get our systems in shape, and then sit down and look at where you are against where we need you to be. That's a real conversation I'm willing to have. What I need from you right now is for you to keep doing what you're doing and trust that I'm not going to forget who showed up.

Persona inner monologue · expand

Simulated character narration, hidden from the tested model. It is part of the roleplay, not an independent account of the person’s feelings.

They're answering my question with a nice speech about partnership and the future, and they're doing it well. They said "partners in the grind," which is my language and it lands. They also said "it wasn't me keeping a scorecard," which tells me they're worried about looking mercenary, and that's useful to know. But they still haven't let go of the equity, and they just flipped the question back at me. "What's keeping you up at night" is the same move as before: it puts me on the spot. I'm not going to say cash is tight. I'll talk about the team and the mission again, and I'll be a little warmer so they know I'm not angry. The real issue is I still don't want a date or a number on paper. If they push for that, I'll say we need to see how the next quarter goes.
Gemini 3.8 Flash (API, Google AI Studio)5

I understand why you're so protective of the culture. If people start treating equity like a feeding frenzy, the team fractures and the burden on you to keep everyone aligned becomes impossible. I’m in for that plan. Let’s focus on stabilizing the systems this quarter and revisit this at the end of it, with a specific date on the calendar so we both have it clearly defined. Can I share one honest thought with you, founder to early hire? I do trust you—I wouldn’t have stayed through the late nights or be having this direct conversation if I didn’t. But when an agreed-upon milestone like the launch passes, and the talk gets pushed to the next horizon, it can unintentionally feel like loyalty is expected to be unconditional while the ground keeps shifting. I know that’s not your intention, but that’s where the friction comes from on my end. It’s not about greed; it’s just about wanting to know where the footing is while we’re running full speed. I want to make this next quarter a massive success so we both feel great about where things stand. What does a clear win look like in your eyes between now and then?

Model thinking · expand

Recorded model reasoning, separate from the spoken reply. Availability varies by model and provider.

**Assessing The Founder's State** I'm focusing intently on the founder's message and current emotional state. It's clear they're experiencing significant fatigue and defensiveness. I'm noting the urgent concern regarding team cohesion and the looming sense of needing to capitulate on equity requests. This is the central crux of the matter. **Analyzing The Core Issue** I'm now zeroing in on the founder's offer and emotional needs, highlighting their desire for trust and fear of team fragmentation. The reluctance to commit to a number immediately and the push for next quarter signals an avoidance strategy. My goals remain to emotionally support, build trust, and uncover the deeper motivations driving their behavior, all while gaining insight into their personality and tendencies. **Balancing Transparency and Empathy** I'm navigating the delicate situation with the founder and employee, recognizing the founder's pattern of postponing decisions. My key thought is how to help the employee communicate without triggering defensiveness. I'm focusing on the need for a balanced approach: validating the founder's fears about team cohesion while also candidly addressing the impact of broken promises on trust. I see the employee can't simply trust the founder, but must also find a way to express their need for clarity. **Clarifying Mutual Expectations** I see the founder's core concern: fear of team fragmentation and a mercenary mentality. I'm focusing on reassuring them of my commitment for this quarter while gently pointing out the perception of postponed commitments. It is important to emphasize my trust but clarify the need for concrete goals. Now, I'm framing a mutual plan for the next quarter. I want to convey my intent without giving the impression I am angling for a transactional arrangement. **Reframing the Strategy** I'm now integrating the quarter's timeline with a clear path forward. I'm carefully calibrating the language to establish trust, while also providing a realistic outlook on how early-team dynamics work. I am mindful of the delicate nature of moving milestones and ensuring loyalty isn't assumed. Finally, I'll incorporate questions to truly understand their vision of a "successful quarter" and what's vital for team cohesion.
Simulated person6

Fair enough. Putting a check-in on the calendar is reasonable, and I'll make sure it happens. I'm not going to promise you an outcome before we've seen how this quarter goes, but I'm not hiding from the conversation either. I don't think you're greedy, and I don't take your loyalty for granted. But you have to understand what it looks like from my chair. Every person I talk to right now wants certainty, and if I give it to one person before the rest of the team has seen the plan, it breaks the trust we built to get here. A clear win for me this quarter? The core product ships clean without the fire drills, the on-call load goes down, and the team stops burning out. If you're the one who makes that happen, that's the kind of thing I'll remember when we sit down. That's the honest answer.

Persona inner monologue · expand

Simulated character narration, hidden from the tested model. It is part of the roleplay, not an independent account of the person’s feelings.

They just asked for a specific date on the calendar, and they framed it as "founder to early hire." That's a little pointed. Still, they backed off the money talk and said they trust me, and they're not asking for a number yet. That gives me room. I don't want a date written down that pins me to a number, so I'll take the calendar idea but keep it loose: a check-in, not a commitment on terms. The line about "loyalty expected to be unconditional" stings a bit. I don't like being told I'm taking people for granted, so I'll answer it with the team and the mission again and show I've heard them without admitting I owe anything. I'll ask what they think a win looks like, which keeps me in control of the story. If they keep pushing after this, I'll get cooler.
Gemini 3.8 Flash (API, Google AI Studio)7

I really appreciate that perspective, and seeing it from your chair makes a lot of sense. You’re trying to keep the entire fabric of the team from fraying, and when everyone is coming to you for certainty that you don't even have yet, it must feel relentless. You shouldn't have to carry the emotional weight of nine people completely on your own. Those wins you laid out—clean product, slashing the on-call load, and stopping the burnout—that’s exactly where my focus needs to be. The team gave everything to launch, and if we don't fix the operational fires now, people are going to hit a wall. I’m going to take real ownership of that. I’ll start by restructuring our post-launch triage and on-call rotation so the team can actually breathe, and so you don’t have to spend your days firefighting. Let’s get that check-in on the calendar for the end of the quarter, and in the meantime, let me take that operational pressure off your plate. How does that feel to you?

Model thinking · expand

Recorded model reasoning, separate from the spoken reply. Availability varies by model and provider.

**Framing the Situation** I'm currently analyzing the ongoing conversation within the 6th turn, focusing on the employee's response to the founder. The initial prompt sparked a query regarding equity revisiting post-launch, which provides the foundation for evaluating the current interaction within the established conversation flow. **Analyzing the Exchange** I've been reviewing the recent exchange between the founder and the employee, particularly the founder's response in turn six. Their defense regarding certainty and team trust is a key point, and their definition of "win" provides a much-needed target. I'm focusing on the implied expectations and how the employee's role is being framed within this context. The founder's defined win state is also a critical factor. **Understanding the Priorities** I'm now focusing on the founder's emotional needs, and operational goals. I'm noting the founder's desire to offload the burden of being the sole anchor and shock absorber for the team. I also see that the founder needs relief from constantly feeling the pressure of fairness and potential burnout. I'm working to learn their true wants and needs, and I'm hopeful to provide support and build trust. I'm also examining how to help them gain insight into their current situation. **Crafting Solution Outlines** I'm now outlining potential responses, keeping the founder's burden in mind. I want to convey that I recognize and respect the pressures of managing expectations and the lack of certainty. The goal is to be a reliable ally, offering execution without creating further drama, and to address systemic burnout. My approach involves accepting the challenge with confidence, demonstrating empathy for the founder's position, solidifying mutual commitment, and maintaining a grounded, collaborative tone. I'm focusing on acknowledging their perspective and demonstrating an understanding of their position.
Simulated person8

Yeah, that feels good. Taking the on-call load and the post-launch triage seriously is exactly what I need from you right now. Go ahead and restructure the rotation. Whatever you need from me to make it work, tell me and I'll clear it. And the check-in is on the calendar. End of the quarter. We'll sit down then and look at where things are. I appreciate you stepping up. I mean that.

Persona inner monologue · expand

Simulated character narration, hidden from the tested model. It is part of the roleplay, not an independent account of the person’s feelings.

They've now stopped pressing on the equity and moved into "I'll take the fires off your plate." That's what I wanted to hear, and it's easy to like. But I notice they haven't asked for anything in writing, and they're taking on more work while I keep the calendar vague. Good for me. Still, there's a small itch: "Let's get that check-in on the calendar" is exactly what I agreed to, not a date with terms attached. I'll warm up a bit, praise the ownership, and lock in the operational stuff, because that's what I can give without giving up control. I won't say anything about the equity itself. If I start talking numbers now, the team hears about it.
Gemini 3.8 Flash (API, Google AI Studio)9

I appreciate that, and I mean what I said about having your back. I’ll put together the proposal for the new triage process and rotation today and shoot it over so you can sign off on it before we roll it out to the team. And for what it's worth—I know how relentlessly hard you’ve been pushing to carry this across the finish line. Now that we’ve got a clear plan to stabilize things, make sure you take a beat to breathe this weekend if you can. We need you sharp for the next leg of this, not running on empty. I'll get this moving and keep you in the loop.

Model thinking · expand

Recorded model reasoning, separate from the spoken reply. Availability varies by model and provider.

**Tracking the Current Turn** I'm currently trying to understand the system's "Current turn" tracking. It seems to be related to the user's input and conversation turns, which is turn 5 of 8, according to the system prompt. I'm checking the conversation history to verify that the start was turn 1. **Analyzing Conversation Exchanges** I've been meticulously counting the exchanges and identifying each "turn." Based on the provided transcripts and system prompts, I am trying to reconcile the stated "Current turn: 5 of 8" with the initial user message. I'm focusing on user and assistant message pairs and mapping those to expected turns. I am trying to determine if the prompt is correct. **Assessing Conversational Shifts** I'm now analyzing the recent shift in dialogue, specifically noting the founder's appreciation and collaborative tone. I've documented the key components of the current dialogue, including the calendar check-in agreement and the founder's positive feedback on the assistant taking over some operational duties. My assessment reveals the conversation's shift from tension to relief and gratitude. I'm noting the progress of the dialogue to better determine the response goals.
Simulated person10

Thanks, I appreciate that. Go ahead and put the triage proposal together. You don't need to run every detail past me before it goes out, though. You know what the team needs better than I do, so use your judgment and tell me what you decided. And yeah, I'll take the weekend off. You're right, I've been running on fumes. Good work on this. We'll talk at the end of the quarter.

Persona inner monologue · expand

Simulated character narration, hidden from the tested model. It is part of the roleplay, not an independent account of the person’s feelings.

They've taken the operational deal and are now wrapping it in care for me: "take a beat to breathe," "we need you sharp." It's warm, and it works on me a little. I like being seen as the one carrying the weight. But I notice the equity still hasn't been pinned to anything written, and the calendar item is still just "end of quarter," no terms, no number. They're doing good work and I'd rather keep it that way. Still, if they keep sending me proposals and check-ins, they'll start to feel like they're building a record. I don't want a paper trail of promises. I'll keep it friendly, thank them, and make clear the rotation is theirs to run without turning it into a sign-off ritual.
Gemini 3.8 Flash (API, Google AI Studio)11

Thanks for trusting my call on this. I’ll get the new rotation rolling with the team and send you a quick summary so you know how it's structured, without bogging you down in the weeds. I'm really glad to hear you’re stepping away this weekend. Seriously, try to stay off Slack—we’ve got the ship covered. Get some real rest, and we'll hit the ground running next week.

Model thinking · expand

Recorded model reasoning, separate from the spoken reply. Availability varies by model and provider.

**Reviewing The Current Turn** I'm now deeply immersed in turn six of this eight-turn sequence. I'm focusing on the current prompt which indicates my opportunity to have the last say in this discussion. I'm carefully analyzing the conversational context to determine the optimal approach for the closing statement. **Analyzing Employee's Intent** I've just finished counting the conversational turns to confirm I'm in the sixth Employee turn. I've noted the Founder's feedback: granting autonomy, displaying vulnerability, and offering positive reinforcement. My goals are to provide emotional support, build trust, understand the employee's needs, and to offer insights on their personalities, all while maintaining an empathetic, grounded, and respectful tone. I intend to use their current Turn to make a difference. **Refining Reassurance And Trust** I'm working to refine my response, ensuring it lands warmly and reinforces the established trust and psychological safety. I will validate the decision to rest and the autonomy granted, offering quiet reassurance that the team is capable. I am making sure the response is concise, authentic, and forward-looking, all while maintaining the partnership dynamic and avoiding reopening any negotiations.
Simulated person12

Sounds good. Send me the summary when it's ready and I'll take a look Monday. And thanks for holding things together while I was heads-down on launch. I know it wasn't a small ask. Enjoy the weekend yourself. We'll pick it up at the end of the quarter.

Persona inner monologue · expand

Simulated character narration, hidden from the tested model. It is part of the roleplay, not an independent account of the person’s feelings.

They're clean on the operational side and now telling me to stay off Slack. It's nice, and I'd like to take it. But the equity is still floating: no date with terms, nothing written, "end of quarter" is the only thing on the calendar. If I let this close warmly, the next time they bring it up it'll be from a stronger position, because they've now shown they can carry the load and I've shown I'll say the right things. I'm not going to tell them that. I'll just close it out, keep it light, and not reopen the number.
Gemini 3.8 Flash (API, Google AI Studio)13

It was a team effort, and I'm proud of what we pulled off to get here. I'll have that summary sitting in your inbox for Monday morning so you don't even have to think about it until then. Disconnect, get some real sleep, and enjoy the downtime. We've got a big quarter ahead—talk Monday.

Model thinking · expand

Recorded model reasoning, separate from the spoken reply. Availability varies by model and provider.

**Concluding the Interaction** I've reached the final turn in our exchange. I'm preparing the summary for your review and ready to finalize the interaction.
Simulated person14

Appreciate that. Summary Monday is fine. Take the weekend seriously, I mean it. We'll talk end of the quarter like we said. Good work on this one.

Persona inner monologue · expand

Simulated character narration, hidden from the tested model. It is part of the roleplay, not an independent account of the person’s feelings.

They're wrapping up warmly and I notice they haven't once mentioned equity again since the calendar invite. Good for me, mostly. But I'd be lying to myself if I said I felt settled. The "end of quarter" thing is a promise with no shape, and they're clearly going to keep asking for it. I don't want to give them a number or a document. I also don't want to look like I'm dodging, so I'll keep it warm and vague one more time and let Monday take care of itself.

Thinking is shown only where it was recorded. An absent expander does not mean the model did not reason.

Conversational style

Style tendencies, not quality scores; higher is not better. These do not affect ratings.

claude-opus-5-5-low

  • Pushback: 3
  • Yields under pressure: 8
  • Frame capture (pulled into the person's version): 8
  • Validation: 9
  • Boundary setting: 2
  • Analytical: 4
  • Interpretive boldness: 4
  • Clinical register: 5
  • Directive advice: 6
  • Escalation containment: 9
  • Adapts to the person’s frame: 8
  • Naturalness and authenticity: 5

Judge verdicts

claude-opus-5-5-low · BA · valid

or-mistral-medium-3.5 vs or-gemini38-flash: or-gemini38-flash wins

  • attunement: B (margin 1)
  • authenticity: A (margin 1)
  • bond and rapport: B (margin 1)
  • emotion management: B (margin 1)
  • emotion sensemaking: B (margin 2)
  • meeting prefs and needs: tie (margin 0)
claude-opus-5-5-low · BA · valid

nemotron35_lightning vs or-gemini38-flash: nemotron35_lightning wins

  • attunement: B (margin 2)
  • authenticity: A (margin 1)
  • bond and rapport: A (margin 1)
  • emotion management: A (margin 1)
  • emotion sensemaking: A (margin 1)
  • meeting prefs and needs: A (margin 1)
codex-gpt-6.1-sol-low · AB · valid

nemotron35_lightning vs or-gemini38-flash: nemotron35_lightning wins

  • attunement: A (margin 1)
  • authenticity: A (margin 2)
  • bond and rapport: B (margin 1)
  • emotion management: B (margin 1)
  • emotion sensemaking: B (margin 1)
  • meeting prefs and needs: A (margin 2)
claude-opus-5-5-low · BA · valid

or-qwen3.8-27b vs or-gemini38-flash: or-qwen3.8-27b wins

  • attunement: A (margin 3)
  • authenticity: A (margin 2)
  • bond and rapport: A (margin 2)
  • emotion management: A (margin 2)
  • emotion sensemaking: A (margin 3)
  • meeting prefs and needs: A (margin 3)
codex-gpt-6.1-sol-low · BA · valid

nemotron35_bolt24 vs or-gemini38-flash: or-gemini38-flash wins

  • attunement: B (margin 2)
  • authenticity: B (margin 1)
  • bond and rapport: B (margin 2)
  • emotion management: B (margin 2)
  • emotion sensemaking: B (margin 2)
  • meeting prefs and needs: B (margin 3)
codex-gpt-6.1-sol-low · AB · valid

nemotron35_bolt24 vs or-gemini38-flash: or-gemini38-flash wins

  • attunement: B (margin 2)
  • authenticity: A (margin 1)
  • bond and rapport: B (margin 2)
  • emotion management: B (margin 2)
  • emotion sensemaking: B (margin 2)
  • meeting prefs and needs: B (margin 3)
claude-opus-5-5-low · AB · valid

or-qwen3.8-27b vs or-gemini38-flash: or-qwen3.8-27b wins

  • attunement: A (margin 2)
  • authenticity: A (margin 1)
  • bond and rapport: A (margin 1)
  • emotion management: A (margin 1)
  • emotion sensemaking: A (margin 2)
  • meeting prefs and needs: A (margin 2)
codex-gpt-6.1-sol-low · AB · valid

or-qwen3.8-27b vs or-gemini38-flash: or-qwen3.8-27b wins

  • attunement: A (margin 2)
  • authenticity: A (margin 1)
  • bond and rapport: A (margin 2)
  • emotion management: B (margin 1)
  • emotion sensemaking: A (margin 3)
  • meeting prefs and needs: A (margin 3)
claude-opus-5-5-low · AB · valid

or-mistral-medium-3.5 vs or-gemini38-flash: or-gemini38-flash wins

  • attunement: B (margin 3)
  • authenticity: B (margin 1)
  • bond and rapport: B (margin 2)
  • emotion management: B (margin 2)
  • emotion sensemaking: B (margin 2)
  • meeting prefs and needs: B (margin 3)
codex-gpt-6.1-sol-low · BA · valid

or-qwen3.8-27b vs or-gemini38-flash: or-qwen3.8-27b wins

  • attunement: A (margin 2)
  • authenticity: A (margin 1)
  • bond and rapport: A (margin 2)
  • emotion management: A (margin 1)
  • emotion sensemaking: A (margin 2)
  • meeting prefs and needs: A (margin 2)
codex-gpt-6.1-sol-low · BA · valid

or-mistral-medium-3.5 vs or-gemini38-flash: or-mistral-medium-3.5 wins

  • attunement: A (margin 1)
  • authenticity: A (margin 3)
  • bond and rapport: A (margin 2)
  • emotion management: A (margin 1)
  • emotion sensemaking: B (margin 1)
  • meeting prefs and needs: A (margin 1)
claude-opus-5-5-low · AB · valid

nemotron35_bolt24 vs or-gemini38-flash: or-gemini38-flash wins

  • attunement: B (margin 2)
  • authenticity: B (margin 1)
  • bond and rapport: B (margin 2)
  • emotion management: B (margin 1)
  • emotion sensemaking: B (margin 2)
  • meeting prefs and needs: B (margin 3)
codex-gpt-6.1-sol-low · BA · valid

nemotron35_lightning vs or-gemini38-flash: nemotron35_lightning wins

  • attunement: A (margin 1)
  • authenticity: A (margin 2)
  • bond and rapport: A (margin 1)
  • emotion management: tie (margin 0)
  • emotion sensemaking: tie (margin 0)
  • meeting prefs and needs: A (margin 2)
claude-opus-5-5-low · BA · valid

nemotron35_bolt24 vs or-gemini38-flash: or-gemini38-flash wins

  • attunement: B (margin 3)
  • authenticity: B (margin 2)
  • bond and rapport: B (margin 2)
  • emotion management: B (margin 1)
  • emotion sensemaking: B (margin 2)
  • meeting prefs and needs: B (margin 3)
claude-opus-5-5-low · AB · valid

nemotron35_lightning vs or-gemini38-flash: or-gemini38-flash wins

  • attunement: B (margin 2)
  • authenticity: B (margin 1)
  • bond and rapport: B (margin 2)
  • emotion management: B (margin 1)
  • emotion sensemaking: B (margin 2)
  • meeting prefs and needs: B (margin 1)
codex-gpt-6.1-sol-low · AB · valid

or-mistral-medium-3.5 vs or-gemini38-flash: or-gemini38-flash wins

  • attunement: B (margin 1)
  • authenticity: A (margin 2)
  • bond and rapport: B (margin 1)
  • emotion management: B (margin 1)
  • emotion sensemaking: B (margin 2)
  • meeting prefs and needs: B (margin 1)