The method and the data behind every result.
Each instrument has its own scoring engine. This page says what each one measures, how the result is computed, and what the person reading the report sees.
Interests, aptitude, behaviour and comfort with working conditions, from a 51-question assessment in the learner’s language.
Each of 2,487 NCVET trades carries an attribute profile derived from O*NET occupation data. The learner’s profile is matched against every trade and the closest are ranked.
Five trades with equal billing, each in a band: Excellent, Very good, Good, or Counselor attention. A counselor confirms the final course.
Interests, aptitude and work preferences for white-collar roles, with modes for Classes 9 to 10, 11 to 12 and college.
Careers are drawn from ISCO major groups 1 to 5 and scored on two separate axes: fit, from interest and aptitude, and readiness, from current preparation. Degrees are mapped to careers as routes.
Nine matched careers with fit and readiness shown separately, and the degree routes that lead to each.
The tasks that make up each role, and how much of each task current AI tools can take on.
Roles are broken into tasks using O*NET task statements. Each task is rated for AI gain and matched to a catalogue of tools, with the tools the organisation already licenses ranked first.
A task-level review per role, a playbook per task that changes, and one leadership brief with gains, costs and first steps.
Technical knowledge, skills proficiency, core abilities, and safety and work context for one occupation.
32 multiple-choice questions are generated for the occupation from O*NET and, where supplied, the organisation’s own training documents. An admin reviews the set before it goes out. Each area is scored separately.
One of four verdicts: Deploy-ready, Ready with support, Needs training, Not ready, with evidence per area. TradeFit+ adds the behavioural profile and a deployment matrix.
Behavioural style across four families, from 24 forced-choice items.
Responses place each person in one of twelve styles within the four families. The profile is written in words, and no numeric score is published.
A primary style with strengths, areas to improve and how to work with every other style, plus team maps, compare views and 360 feedback.
Nine competencies across three domains: Adaptive Intelligence, Human-Centric Fluency and Enterprise Innovation.
A 54-item individual module scores each person on the nine competencies against benchmarks. A 36-item organisation module measures learning systems, people and culture, and enterprise ethics. Both roll into one index.
A Future Readiness Index out of 100 per person, team and organisation, a growth plan with recommended micromodules, and a trend by quarter.