AI readiness, demonstrated. Not claimed.
Three dimensions, at the depth each role needs: use, work with, or build with AI. Triggered from the Workday you already run, results landing back where you work.
What you actually get.
A readiness radar per person
Three dimensions — AI literacy and skills, behavioral adoption, calibrated trust. Measured on what people demonstrate, never on what they claim.
The right depth per role
Use AI, work with AI, build with AI: everyone measured at the depth their role needs, on one engine, so results stay comparable.
A trend you can steer
Re-run on your cadence: growth visible, regression caught as the models move. A baseline that becomes progress you can act on.
This is the playbook.
Everything that enters your organisation, on the back of the box: the programs, the agents, the rules they work under, and where it lands. People see their own results first, consent attached, always.
The shape: scoped in one conversation · live in weeks · then it runs. The real work up front is defining what AI-ready means for your organisation. That’s part of the plan, not an extra.
See the full playbook →Playbook · installed
The AI readiness playbook
How AI-ready your people actually are: measured on what they demonstrate, at the depth each role needs, landing where you already work.
People see their own results first: consent attached, always.
A readiness score informs a human decision: it never makes one.
One pass. Everything above, working.Nothing you didn't see.
Start AI readinessUnder the playbook: one engine.
A skills engine on a real taxonomy. Memory that holds your people-world with provenance. Market intelligence. Validated psychometrics. And on top of it: solutions built in conversation, delivered running in weeks.
How the skills engine works →The engine
Running under every playbook.
- Skills
- A taxonomy the size of the real labor market, with proficiency, not tags.
- Memory
- Your people-world, held with provenance: every fact carries its source, timestamp and confidence.
- Market intelligence
- Salary, scarcity and demand on your open roles.
- Psychometrics
- Validated instruments, consistently scored. No AI psychoanalysis, ever.
More on the shelf.
Straight answers.
The instrument is one evidence source inside a decision we help you run: we define what AI-ready means for your organisation, measure it, and land the results where decisions happen. They sell the test; we run the decision.
Three dimensions on everyone (AI literacy and skills, behavioral adoption, calibrated trust) at three depths by role: use AI, work with AI, build with AI. Real scenarios and knowledge items, scored consistently against an expert key.
You can inflate a self-rating, not a demonstrated score. Skills are measured on what people show, scored the same way every time, and the gap between claimed and demonstrated is itself a signal.
Connectors get built against real engagements: say Workday in the scoping conversation and it’s part of the plan. Results land where you work; nothing new to adopt.
An upfront delivery fee sized to the solution, plus a monthly platform fee on the connected population. Numbers land in the scoping conversation, on your case.
Evidence on every name: “show me why” is a click.
No automated decisions: your people keep every call.
Your data stays yours: exportable, always.
Also for: SAP. Or see AI readiness in your HRIS · the AI readiness playbook · how the skills engine works · all integrations.
