AIQ Profile tests candidates and teams for real AI competency. You send the job description and the CVs. We do everything else. You get an auditable report per person: judgement, verification, data handling, ethics and workflow.
Get the sample report Try it free on your own teamBut the gains come with a catch.
MIT's State of AI in Business study reviewed hundreds of enterprise AI deployments. Despite tens of billions in investment, 95% delivered no measurable P&L impact. Only 5% created real value. The uncomfortable part: the winners and the losers are using the same tools, the same models, the same subscriptions.
The same Harvard/BCG research found the trap: when people used AI on tasks beyond its capability, they were 19 percentage points more likely to produce wrong answers, because fluent output looks like correct output. The skill is not typing prompts. It is judgement: knowing when to use AI, catching what it gets wrong, protecting your data, and being honest about how the work was produced.
Nobody learned this at school. Nobody learned it at university. And inside most organisations nobody is teaching it now: only 39% of people using AI at work have received any training from their employer (Microsoft/LinkedIn Work Trend Index).
66% of leaders say they would not hire someone without AI skills, and 71% would choose a less experienced candidate with AI skills over a more experienced one without (Microsoft/LinkedIn). Meanwhile AI skills added to LinkedIn profiles rose 142x. Every candidate now makes the claim. No standard hiring process can verify it.
The Recruitment & Employment Confederation puts the cost of a bad hire at more than three times salary. Slide to your role:
Every organisation is answering this twice. Once for the people walking in the door, and once for the people already inside it, who are being handed enterprise AI tools this year whether they are ready or not.
Rolling out Gemini, Copilot or Claude across a council or company? Baseline the team first. The AIQ Profile is tool-agnostic by design: it measures judgement, verification and data discipline, which transfer across every AI tool, including the ones that don't exist yet.
The JD and your candidate list, or your team list for a workforce baseline.
Practical exercises with deliberately seeded errors, calibrated to the role. Behavioural signals cross-checked against each person's own account of how they worked. Every score reviewed by a human assessor.
A report per person: six competency scores, evidence, flags, and the exact probes to ask at final interview.
25-minute online assessment. Automated scoring with human QA. One-page report per candidate, priced for volume.
90-minute practical work-sample, supervised and recorded. Full six-dimension report with cohort benchmarking and interview probes.
Live 60-minute scenario assessment, assessor-led, testing judgement under realistic pressure before you make the offer.
Prompting a chatbot is this year's skill. Next comes directing teams of AI agents, checking work you didn't watch being done, and owning outputs produced at machine speed. Every step in that direction raises the value of exactly what AIQ measures: judgement about delegation, verification of plausible output, discipline with data, and honesty about how work was produced.
That is why the AIQ Profile is assessed against behaviours, not against any single tool, and why the assessment bank is continuously updated as the landscape moves. Your benchmark stays current while the technology underneath it changes.
Real format, real scoring, real interview probes. This is the document that lands on your desk for every person we assess, with the full scoring matrix behind every number, so you can always answer the question "where did the 71 come from?"
Email me the sample reportOr skip the reading: we will assess one of your own team, free, so you can judge the output on someone you already know.
Try it free on your teamEvery score is reviewed by a named assessor. This is decision support for your hiring decision, never an automated selection decision.
The same exercise, rubric and weightings for every candidate for a vacancy, all of it role-relevant and derived from your job description. Behavioural signals never cut a score on their own; mismatches are flagged for a human.
Candidates consent before assessment. Materials are deleted 90 days after the round closes. The full scoring matrix is available to you on request: every number is auditable.
No. It arms them. Each report includes specific probes for your panel to ask, targeting exactly what the assessment surfaced for that individual.
Any knowledge role: sales and business development, marketing, operations, finance, analysts, managers, officers. The rubric is calibrated to your job description.
No. The assessment is tool-agnostic and people can work with whatever assistant they normally use. We measure judgement, verification, data discipline, ethics and workflow, which transfer across every tool.
Reports within 72 hours of the assessment window closing. Priced per person, by tier; assessing a full shortlist of ten costs less than one month of the salary you are about to commit to. Ask for the rate card.
Yes, and it is the best way to start, especially before an AI rollout. Baseline the team, target the training, and re-assess to prove the uplift. The first assessment is free.
Find out if you are about to hire one.
Get the sample report