What it measures

The AI Adaptation Profile gives you three composite scores from thirty fixed self-report items, plus a six-item role-framed pass, a self-prediction and nine objectively scored questions. The three composites are Adaptation, Human edge and AI practice. Together they cover twelve areas: six that describe how you handle change and ambiguity, and six that describe the dispositions that become more valuable as AI takes over routine generation. The items are the same for everyone; the profile does not adapt to your answers or change questions as you go.

How precisely

A thirty-item profile cannot pin a person to a single number. It can only support a likely range. For most people, that range is roughly fifteen to twenty points wide on a hundred-point scale. If two people's ranges overlap, the profile cannot say they are meaningfully different on that measure.

That is why we show a band, not a point score. Any career assessment that shows you a single number without a range is claiming to know more than the data can support.

What we have not yet established

We do not yet have published criterion validity evidence. In plain language, that means we have not yet shown that these scores predict job performance, retention, career change or any other real-world outcome. We are running that work now, but it is not complete.

This is true of every AI-readiness assessment on the market today. We are saying it because it is true, not because a regulator made us. We would rather you know the limits up front than be impressed by a number that has not yet proven it can predict anything.

Self-report limits

A self-report instrument measures what you believe about yourself. Decades of research show that what people believe about their abilities and what they actually demonstrate can come apart. Confidence, social desirability and a bad day can all shift answers. The profile is honest about that: it reports the score your answers produce, not a claim about your objective capability.

We are building an objectively scored module for exactly this reason. When it is ready, it will test what you can do, not just what you say you can do.

What it must not be used for

• Do not use it to make hiring decisions.
• Do not use it for promotion or termination.
• Do not use it as the sole basis of any decision about a person.
• Do not use it as a clinical, diagnostic or mental-health instrument.
• Do not use it to predict whether a specific job, occupation or task will disappear.

The profile is advisory guidance. It is useful for reflection, conversation and planning, not for adjudicating someone's future.

What we do with your data

We store your answers, scores and consent record so you can return to your report and so we can improve the instrument. We do not sell your answers. Managers and employers never see individual item responses; team views are only shown when five or more people have contributed. You can ask for your data or ask us to delete it at any time. The full detail is in our privacy policy.