Psychometric infrastructure for organizations that need to know — not guess.
Clinical-grade assessment methodology — built on implicit measurement, cognitive testing, and psychometric validity — applied to the decisions that define your organization. Hiring. Retention. Promotion. Team performance.
The Gap: Every Major Assessment Has the Same Flaw
The most widely used commercial assessment tools all share the same structural limitation: they rely on self-report. They ask people to describe themselves under conditions where they know they're being evaluated. The result is a portrait of how someone wants to be seen, not how they actually function.
We built something different. Our assessments integrate implicit measurement, reaction-time paradigms, and cognitive performance data alongside traditional methods — capturing the automatic associations and processing patterns that operate before impression management kicks in. The result is a profile that holds up under scrutiny, in court if necessary, and that tells you what no interview or questionnaire can.
Five Engagement Models. One Standard of Evidence.
From scalable pre-hire screening to bespoke executive evaluation, every engagement is grounded in clinical methodology and psychometric rigor.
Structured candidate intelligence that interviews can't provide. The same rigorous evaluation for every candidate — regardless of who conducts the interview or which office they visit. Implicit measurement that candidates cannot game. Built-in validity indicators that flag impression management. Standardized scoring benchmarked to role-specific norms. Structured output documenting the basis for every decision.
Team assessment with the psychometric rigor your current tools lack. A real map of how your team functions — not a set of colorful labels. Multi-trait multi-method profiling that produces replicable, standardized results. Implicit measurement overlay reveals dynamics self-report misses. Four team-level dimensions: complementarity, friction, motivation, communication. Longitudinal tracking for ongoing team development.
Predict attrition before it shows up in a resignation letter. Early, actionable signal before visible disengagement. Patent-pending measurement that detects productivity degradation continuously and non-invasively. No surveillance software — no keystrokes, no screen monitoring. Predictive, not retrospective — signals surface weeks before review cycles. Zero additional burden on your workforce. No commercial equivalent exists.
Custom performance experiments for the decisions that cost millions. Boards evaluating CEO succession. PE firms assessing portfolio company leadership. Organizations considering internal candidates for C-suite promotion. Any high-stakes personnel decision where the cost of a wrong answer is measured in millions.
The most common failure mode in corporate experimentation is insufficient design — not insufficient technology. Experimental design consulting with clinical-trial rigor. Multimodal study design across behavioral, cognitive, and organizational domains. AI system evaluation by a quantitative AI engineer with a doctorate in clinical psychology.
Five Methods. One Integrated Profile.
Every engagement draws from the same clinical methodology — adapted to the scope and stakes of the decision.
Self-Report with Validity Scales
Standardized questionnaires with embedded measures that detect careless responding, social desirability bias, and inconsistency. The baseline that every competitor offers — but with the validity infrastructure that most omit.
Cognitive Performance Testing
Standardized measurement of processing speed, working memory, and executive function. Not a 12-minute screener — a clinical-grade cognitive profile that maps capacity to role demands.
Implicit Measurement
Reaction-time paradigms that capture automatic associations — the attitudes, biases, and self-concept that operate before conscious impression management. What people actually think, not what they choose to report.
Narrative Analysis
Structured analysis of open-ended responses using validated scoring systems. Captures reasoning style, complexity of thought, and interpersonal patterns that fixed-choice instruments miss.
Behavioral Validity Integration
Cross-method consistency checks that flag profiles where different data streams contradict each other. If someone's self-report doesn't match their implicit data, you know — and you know exactly where the discrepancy lives.
Built by a Licensed Clinical Neuropsychologist
Every assessment protocol, scoring algorithm, and interpretive framework is designed and supervised by Daniel J. Winarick, Ph.D. — a licensed clinical psychologist specializing in neuropsychological assessment, with over a decade of experience in psychometric evaluation and standardized test accommodation.
This is not a software company that hired a psychologist as an advisor. The clinical expertise is the product.
Start with a Conversation
Every engagement begins with a consultation to understand your organization's specific assessment needs, existing tools, and decision context. No sales pitch. No demo. A direct conversation with the psychologist who designed the system.