Learn the different types of verts and why understanding them improves mentoring and collaboration at work.
Most people think of themselves as either an introvert or an extrovert. But personality isn’t binary, and new terms keep surfacing to describe the shades in between. That’s where the types of verts come in: introverts, extroverts, ambiverts, omniverts, and even “otroverts.”
At Brancher, we know that personality isn’t just interesting trivia — it’s a crucial factor in how mentors and mentees connect. Our platform uses personality and values profiling to create matches that go deeper than job titles.
By understanding your natural social style, whether you’re an ambivert, omnivert, or otrovert, you can unlock stronger professional relationships and more effective mentoring experiences.
There are five main types of verts: introvert, extrovert, ambivert, omnivert, and the emerging otrovert. Each type describes how people gain energy and interact with others. Understanding these differences helps improve self-awareness, teamwork, and mentoring outcomes. Organisations can use personality insights to make better mentoring matches, leading to higher engagement and stronger results.
The four main types of verts highlight the different ways people draw and use their energy:
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An ambivert is someone who sits comfortably in the middle of the introvert–extrovert spectrum. You can enjoy social settings and thrive in groups, but you also value time alone to recharge.
An omnivert shows traits of both introverts and extroverts, but not in a balanced way like an ambivert. Instead, omniverts swing between extremes. At times, they may seem deeply introverted, while in other moments, they appear highly extroverted.
Difference between ambivert and omnivert: Ambiverts are steady and balanced, while omniverts experience noticeable swings between introversion and extroversion. This makes them distinct within the broader types of verts.
The term “otrovert” is newer and not formally recognised in psychology. It emerged through social media as a way of describing people who feel energised by connecting with others, without being easily categorised as introvert or extrovert.
|
Type |
Core Traits |
Mentoring Strengths |
Watch-outs |
|
Ambivert |
Balanced, adaptable |
Flexibility, balance of talking and listening |
Can feel “in-between” or indecisive |
|
Omnivert |
Swings between extremes |
Brings energy and depth depending on state |
Unpredictable, may struggle with consistency |
|
Otrovert |
Focused on connection, relational |
Builds trust easily, highly people-oriented |
Not a formal psychological type |
Your vert type can shape everything from your career path to your mentoring style. Understanding it helps you:
In mentoring, these insights are especially valuable. Mentor–mentee relationships thrive when both people understand how they show up socially and can adjust accordingly.
You don’t need a formal test to start understanding your vert type. Try asking yourself:
Personality tests can give useful insights, but no label is definitive. What matters most is recognising that your style is fluid — you may shift along the spectrum over time, and that’s normal.
Understanding whether you’re more of an extravert, introvert, ambivert or omnivert helps you bring more self-awareness into professional relationships. In mentoring, this awareness can:
At Brancher, we’ve seen how personality insight transforms mentoring outcomes. Our personality and values profiler helps mentors and mentees understand how they show up socially and in work contexts, ensuring matches are meaningful and sustainable.
Where do you see yourself within the types of verts: introvert, extravert, ambivert, or omnivert? More importantly, how does your style affect the way you connect, support, and grow with others at work?
At Brancher, we’ve built the Strengths & Values Analyzer to help you and your people uncover natural strengths, motivators, and relational styles. This goes beyond simple labels — it’s about creating mentoring matches that feel natural, build trust, and drive real growth.
👉 Want to see how it works in practice? Book a demo with Brancher and discover how understanding personality can transform your mentoring program.
Most people know about introverts and extroverts, but psychology also recognises ambiverts and omniverts. Some models include a fifth category: centroverts, who sit firmly in the middle and rarely swing between extremes. These categories aren’t rigid boxes but a way to understand how you recharge, connect with others, and navigate social dynamics.
Start with how you regain energy. If you feel refreshed after time alone, you may lean introvert; if you thrive around people, you’re likely extrovert. Tools like our Strengths & Values Analyzer combine behavioural insights with values and motivators to give you a clear picture of your personality style, which is essential for better workplace connections.
Ambiverts are the most common. Research suggests many people fall in the middle of the introvert–extrovert spectrum. This means they can flex between deep focus and social energy, depending on the situation. Understanding this flexibility can help teams collaborate more effectively.
Omniverts, who swing between extremes of introversion and extroversion, are considered the rarest. They often surprise people because their social energy shifts dramatically based on stress, environment, or mood. Recognising this type helps create better understanding and stronger communication in teams.
Yes, your personality style can shift over time. Major life events, new work environments, and personal growth can all influence where you sit on the spectrum. Personality types are best seen as a guide rather than a fixed identity, helping you understand and manage your energy more effectively.