Pilot
One team, four weeks, evidence instead of an impression
A pilot measures what your people can do with AI today, closes the measured gap with targeted lessons, and then measures again. What you keep is not an impression but a difference you can point at, per skill and per employee.
How it runs
Four weeks is not a marketing number. It is the shortest period after which a reassessment still measures something rather than the memory of the first sitting.
- Week 1
Baseline
Each participant takes one assessment matching their role and level. Not a multiple-choice bank: producing work, deciding, ordering and matching. You see immediately where the team stands per skill.
- Week 2
Diagnosis and lesson
Each participant receives the lesson for their weakest measured skill, at their own level and in their own language. Every lesson contains practice on their own work, not on an invented example.
- Week 3
Applying it
Participants apply what they learned to real work. There is nothing for you to organise here: the lessons end with what somebody does differently the next day.
- Week 4
Reassessment and difference
A fresh reassessment on the same skill, with different items. The difference between the two measurements is the pilot's result. Also when it disappoints, because that is then the honest outcome.
What you get
- A baseline per employee across six skills, not one overall grade
- A targeted lesson per measured gap, available in three languages
- A reassessment with different items, so the difference means something
- A team overview of the gaps that recur most
- An export of the results you can keep yourself
- A passport per employee showing the difference per skill
What it asks of you
- One team, preferably people doing the same kind of work
- About forty minutes per person for the baseline, and the same for the reassessment
- Half an hour per person for the lesson and the practice
- One contact person on your side who makes the assignments
- The agreement that scores are development data and not an assessment instrument
What this is not
Better clear in advance than disappointing afterwards.
- No certificate and no diploma. A score is evidence within one skill and one version.
- No pass mark. As long as there is no defensible data, no threshold you could not substantiate appears anywhere.
- No industry comparison or percentile. The sample is too small, and we would rather say so than invent it.
- No basis, on its own, for an HR decision.
Interested in a pilot?
Tell us briefly who the team is and what kind of work they do. We will look together at whether the existing series fit and what a sensible setup looks like. No hour-long sales call.