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Does your team use AI strategically, or just because it is fashionable?
Most tests measure theory or programming. This one measures something else: the ability to generate real, responsible, productive value with AI in daily work.
It does not assess whether someone knows what an algorithm is, but whether they can use AI as a high-efficiency copilot without putting company data at risk.
The six dimensions, in the order they happen
Working with AI is not a list of loose competencies: it is a journey. These are the six that separate a basic user from someone who multiplies their productivity.
- 01Technological realismWhat can it do, and what can’t it?
Understanding the tool’s real capabilities and limits, without overestimating or dismissing it.
- 02Prompt engineeringHow do I ask for it?
Giving clear, structured instructions with enough context to get something usable.
- 03Judgment on inputsWhat do I share, and what do I hold back?
Knowing which information can be shared and which must be protected. This is where company data leaks.
- 04Critical thinkingWhat if it’s hallucinating?
Spotting errors, hallucinations or bias in the answer before it leaves the office with the company logo on it.
- 05Strategic analysisWhat do I do with this?
Using AI to summarize, compare and spot business patterns, not just to write faster.
Awareness of legal risk, confidentiality and limits of use. It is not the final step: it runs alongside the other five.
No two tests are alike
From a bank of more than a hundred items, the system draws forty-two for each candidate. Copying a colleague’s answers is worthless.
- 42items per test
- +100items in the bank
- 25minutes long
Illustrative draw: it changes on every real test.
What makes it different
They ask whether the candidate knows what an algorithm is or how a model is trained.
Zero theory: a hundred per cent practice, on real scenarios from the person’s own working day.
They reward whoever trusts the tool most, even when that trust is blind.
It identifies «magical thinking»: the blind trust that ends up putting company data at risk.
They measure what the candidate can recite about artificial intelligence.
It measures whether they get useful answers through professional prompting. Results, not definitions.
Why choose it
- 01Scientific validationDesigned by specialists in psychometrics and human talent, not by enthusiasts of the tool of the month.
- 02Corporate protectionIt filters out candidates who could expose the company to legal risk or operational error.
- 03Objective evidencePromotion and training decisions made on data, not on who seems the most modern.
Who it is for
It works for administration and operations, sales and marketing, logistics and support and any modern office environment. It requires no prior technical knowledge.
How it is applied
- 01They get the linkThe candidate opens it on any device. There is nothing to install.
- 02They answer at their paceOnline, unsupervised, with no software to download.
- 03The result arrives on its ownIt lands in the company console the moment they finish.
What you get
A report interpreted by a consultant, not a table of scores. It explains what the result means for the specific role you are filling and what is worth asking in the interview.
Tell us which role you need to fill and we will tell you whether this assessment is the right one.
Talk to a consultant