Solutions
Validated instruments, adaptive delivery, AI-written reports, and the analytics that tell you whether any of it is working. Start wherever your problem is.
How the assessment engine works — the measurement theory underneath everything else.
Psychometric testing software combining OCEAN, HEXACO, Dark Triad and integrity instruments with adaptive delivery and AI reporting. Defensible hiring decisions.
Read moreComputer adaptive testing selects each item against the running trait estimate — shorter assessments, equal precision, higher completion. How CAT works and when to use it.
Read moreThe validated instruments. What each one measures, and the failure mode it catches.
A validated Big Five personality test for hiring. Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism — scored with IRT and mapped to job performance.
Read moreHEXACO adds Honesty-Humility to the Big Five — the factor that predicts counterproductive work behaviour, fraud risk and exploitation. What it measures and when to use it.
Read moreScreen for sub-clinical narcissism, Machiavellianism and psychopathy — traits that interview well and manage badly. Validated Dark Triad scales with faking detection.
Read moreIntegrity tests predict counterproductive work behaviour — theft, absenteeism, rule-breaking — with low adverse impact. Overt and personality-based scales with faking detection.
Read moreApplying psychometric evidence to selection, screening and interviewing.
Pre-employment assessment built on validated psychometrics and structured interviewing. Score candidates on evidence, monitor adverse impact, defend every decision.
Read moreScreen candidates on validated psychometric evidence instead of résumé proxies. Role-fit scoring, adverse impact monitoring, and an audit trail behind every ranking.
Read moreAI recruiting software grounded in validated psychometrics rather than résumé pattern-matching. Claude-generated reports, structured interview guides, full audit trails.
Read moreWhat the data tells you once the assessments are in — about teams, attrition and fairness.
Workforce analytics built on psychometric data — attrition risk, bench strength, team composition and hiring quality. Predictive, not another headcount dashboard.
Read moreHR analytics software that measures hiring quality, adverse impact, engagement and bench strength — grounded in psychometric data your HRIS does not collect.
Read moreModel team composition on trait complementarity, cultural fingerprint and derailer risk. See where a team is thin before the project reveals it.
Read moreShort pulse surveys with psychometric grounding — trend engagement against trait profiles and attrition risk instead of collecting one number a year.
Read moreMonitor selection rates by protected group against the 4/5ths rule continuously. Bias audit evidence for NYC Local Law 144 and the EU AI Act, produced as you hire.
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