The CDAT Framework
Four scored dimensions that measure what interviews and résumés cannot: Cognitive Velocity, Decisional Gravity, Adaptive Reflex and Thinking Diversity. Benchmarked against your own panel, not a generic norm group. You get the evidence and a category. The decision stays yours.
Cognitive Velocity
Thinking speed under calibrated time pressure, scored against your panel’s own baseline.
Decisional Gravity
Ambiguity tolerance and ownership of hard calls — for CXO and senior leadership mandates.
Adaptive Reflex
Speed of recalibration when the first approach fails — measured, scored, benchmarked.
Thinking Diversity
Distance between candidate profile and panel comfort zone. Surfaces groupthink risk early.
Analyse any candidate or employee.Any geography. Every level.
Four timed measures. A fresh paper every sitting. A Green, Amber or Red category with the evidence behind it, and the decision always yours. From graduate intake to C-suite succession.
Four numbers. One category. Your decision.
Log in to the live demoA test that only works in English is a test of English.
Most assessments were built for one language, one country and one answer: pass or fail. NeuralVisus was built the other way round: global first, evidence first, and your decision last.
We never say “reject”
Every candidate lands in a Green, Amber or Red category, with the numbers behind it. A Red category is evidence, not a sentence. Whether to proceed, train or wait is your decision, always.
One test does not fit every geography
Money, units, work culture, time pressure and the law differ from country to country. We tune the content, the norms and the rules to where the candidate actually lives and works.
Language is not a side issue
Reasoning tested in a second language measures vocabulary as well as thinking, and it quietly penalises the very people you may want most. So language-light tasks carry the weight, and every word we do use is written to be translated and checked, not just converted.
No two papers are the same
The four core modules are generated fresh for every sitting. There is no leaked answer sheet to pass around and no coaching class to game it.
Your panel, not a stranger’s norm
Cut-offs are calibrated against your own strong performers, not against a generic population from another continent.
Honest about what is live
Every capability on this site is labelled live, in build or roadmap. We would rather lose a deal than overstate what exists.
Built for every language, not retrofitted
English is live today. Hindi, Mandarin, Spanish, French, German, Portuguese and Japanese are on the roadmap, and none will be called ready until native speakers have reviewed it and a small pilot confirms the items are equally fair in that language.
A global client should never have to take a reasoning test in a language that is not their own.
Built by a practitioner with 22 years in talent functions, not by a product team guessing at them.
in 60 days
in direct network
real candidate data
AI Psychometric Assessment — Every Generation, AI Era Onward
Built for professionals who built their careers before AI, and for the generations now entering the workforce inside it. The same 5-dimension skeleton, swappable per industry vertical — one test, not a rebuild every time. Scored on real technical depth, not just conceptual judgment: prompt logic, applied AI reasoning, verification instinct, and learning agility, calibrated per role level from fresher to leadership.
Fundamentals
AI/LLM core concepts — tokens, context, hallucination, RAG vs fine-tuning.
Domain Logic
Prompt engineering / agentic architecture, tuned per role & vertical.
Applied Reasoning
Cost trade-offs, tool selection, production debugging under real constraints.
Verification & Risk
Governance instinct — when to double-check, escalate, or hold the line.
Learning Agility
Coachability — how fast gaps close with structured training.
AI Psychometric Tests — Old Gen to the AI-Era Generation
Purpose-built testing for campus placement cells and enterprise TA/L&D teams — not a lab demo. From professionals who built their careers before AI to the generations entering the workforce inside it, calibrated to the role level you’re actually assessing or reskilling for.
AI Psychometric — Freshers
AI/LLM fundamentals, prompt logic, applied reasoning, verification instinct, learning agility.
AI Psychometric — Laterals
Agentic architecture, prompt engineering, production debugging, AI risk & governance.
AI Psychometric — Leadership
Build-vs-buy strategy, governance oversight, talent & org design, leading change. Green / Amber / Red category.
Plus the Psychometric Track
Cognitive Reflexes
Cognitive speed, pattern recognition, structured reasoning under time pressure.
Thinking Diversity Profile
Cognitive style mapping vs. panel benchmark. Generates Panel Mirror Report.
Leadership Visus Index
Decision quality under ambiguity, ownership orientation, leadership-ceiling scoring.
JD-Linked Technical
Role-specific technical assessment mapped to the job description.
Built by a Practitioner. Not a Product Team.
22 years building talent functions at Goldman Sachs, JPMorgan, Google, Microsoft, Deutsche Bank, Airbus and Boeing — now applied to the problem of assessing AI-era talent. Every capability is labelled honestly: live today, in build, or on the roadmap.
Panel Calibration Live
Panels are scored before candidates are. Thresholds are data-driven, not gut-driven.
Panel Mirror Report Live
Shows employers when their own panel scores lower than the candidates they rejected.
AI Psychometric Assessment Live
5-dimension, industry-tunable AI-era test, delivered via zero-touch email link.
Employer-Only Results Live
Candidates never see scores mid-test. No coaching to the test, no gaming.
JD-Generated Technical Module In Build
Auto-generating role-specific technical questions directly from a pasted JD.
Adaptive Difficulty Engine In Build
Real-time difficulty calibration by candidate seniority and organisation tier.
ATS Integration (6 platforms)
RoadmapSAP SuccessFactors, Workday, Darwinbox, Keka, iCIMS, Greenhouse via single webhook.
8-Language Support
RoadmapEnglish, Hindi, Mandarin, Spanish, French, German, Portuguese, Japanese.
The AI Era Broke the Old Talent Signal
Résumés and interviews were built for a world where experience compounded slowly and skill was visible on paper. That world is gone. A fresher who has never touched a production system can now produce code, prompts, and reports that look competent. A candidate with ten years of experience can be quietly unprepared for how AI actually gets deployed inside a real organisation. Neither of those shows up on a CV — and every candidate now claims to “know AI.” That claim is no longer a differentiator; it’s noise.
The real question is testable, not a vibe
Can they reason through a cost trade-off, catch a hallucinated output before it ships, debug an agent in production, or know when to escalate instead of trusting the model blindly? That’s a measurable skill. Until now, nobody was measuring it.
The economics of talent are flipping
An AI-fluent fresher, trained on arrival, now costs less and scales better than an expensive lateral appointment whose expertise predates the tools they’ll use daily. We expect lateral appointments to shrink to a minority of all talent intake within a few years — fresh talent, trained in, becomes the default.
Whoever can tell the difference, wins the transition
Which freshers are actually trainable. Which experienced people have actually kept pace. That’s what a 5-dimension, industry-calibrated engine is built to answer — objectively, not on gut feel.
One engine, not four separate products
BFSI, GCC, manufacturing, healthcare — every vertical needs this, and none of them have the luxury of building a psychometrics team from scratch to get it. That’s why the same skeleton has to be tunable, not rebuilt per client.
Building a GCC Talent Function from Zero?
NeuralVisus is built by someone who has done exactly that — Goldman Sachs India, JPMorgan, Google, Microsoft, Deutsche Bank, Airbus, Boeing. 22 years of practitioner experience, now 500+ elite TA heads deep into the conversation.
Speak to Our Advisory Team →