According to recent studies, employees in part-time positions reduce their chances of a career. This is despite good qualifications and experience. Additionally, employers are increasingly struggling to fill positions in specialist and management positions. The aim of the present work was to develop a compatibility proof which makes a statement about the fit of the personality characteristics of two potential topsharing partners. This was included as the core of the prototypes, which were discussed with employers and employees. The aim was to find out how far it can contribute to reducing scepticism, building trust and willingness to pay. 9 successful topsharing couples completed the Neo-28 online assessment based on the big-5, which laid the foundation for defining the rules and matching logic. The results were then triangulated with the available literature. The ideal expression of the global dimensions differed from the literature for the global dimension “openness to experience” (within the same or directly adjacent index, <=47; 42-52; 52-58; >=58). The literature recommends values between rather high and high (>=53). For the remaining four global dimensions “extraversion” (rather high to high values, >=53), “compatibility” (rather high to high, >=53). “conscientiousness” (rather high to high values, >=53) and “neuroticism” (rather low to low, <=47) the statements could be partially confirmed. The literature recommends rather low values for the dimension "neurocitism" (<=42-47). For “extraversion” and “conscientiousness”, values from average to rather high (48-58) and for “compatibility” rather high values (53-58). The characteristics of the global dimensions can be classified as homogeneous. These rules, including those of the subdimensions, were summarized as a compatibility proof, which subsequently represented the core of the developed prototype. The compatibility of potential topsharing couples was shown in percentages and in Y out of X, with each of the global and sub-dimensions weighted equally. Furthermore, it could be shown that the present platform can contribute to the reduction of skepticism and to the building of trust in the topsharing model among employers as well as employees. Both are willing to pay for the platform. The amount was not quantifiable on the side of the employers. Employees were willing to pay between CHF 100 and CHF 120 for different features. In conclusion, although good quality proof of compatibility is appreciated, it is not decisive for the choice of counterpart or tandem.