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Scientifically validated assessments and AI-powered analytics that help organisations make smarter decisions about recruitment, leadership, safety, and workforce risk — across every industry sector.
Five integrated intelligence layers — each grounded in psychometric science, each delivering actionable data for better people decisions.
Understand how individuals interact, communicate, collaborate, and respond under workplace pressure across diverse team environments.
Measure reasoning ability, learning agility, critical thinking, decision-making quality, and real-world problem-solving capability.
Identify leadership potential, management capability, succession readiness, executive effectiveness, and team influence dynamics.
Assess risk tolerance, compliance behaviour, resilience, integrity, safety culture alignment, and organisational trustworthiness.
AI-driven insights to identify patterns linked to performance, retention, leadership success, and emerging workforce risk factors.
Reduce costly mistakes by identifying candidates with the highest probability of success — before they start.
Understand the behavioural drivers of long-term workforce stability and reduce avoidable turnover costs.
Identify emerging leaders, support succession planning, and reduce executive derailment risk before it costs you.
Reduce workplace incidents through predictive behavioural and human reliability assessments.
Identify behaviours linked to compliance failures, insider threats, fraud, and operational risk before they materialise.
Build balanced, high-performing teams with complementary strengths, communication styles, and shared values.
Align workforce capability with organisational growth, innovation, and digital transformation objectives.
Move from subjective gut feel to objective, data-driven people decisions backed by validated science.
Four specialised predictive intelligence frameworks — from early childhood through career entry — designed for education providers, student welfare teams, and organisations investing in human potential at every life stage.
Where the Workforce Intelligence Framework serves organisations hiring and developing adults, the Cadence frameworks extend that science earlier and wider — into schools, vocational pathways, graduate transitions, and youth mental health. Each framework is a standalone intelligence system with its own validated assessment library, Australian norm groups, and practitioner protocols.
Predictive frameworks
Specialist assessments
Age range covered
Early-stage cognitive, behavioural and pathway intelligence for primary school students aged 6–12. Assessments are age-normed, gamified where appropriate, and designed for combined teacher, caregiver, and student input. All reports require qualified educator or psychologist review before sharing with families.
Age-appropriate numerical, verbal and spatial reasoning benchmarked against Australian primary school norms.
Visual, auditory, kinaesthetic and reading-writing modality mapping to inform classroom strategy and support.
Short-term retention, sustained focus and task-switching capacity — key indicator for learning difficulty screening.
Composite predictor for long-term academic trajectory across literacy, numeracy and reasoning domains.
Empathy, cooperation, conflict navigation and relationship-forming capability against developmental milestones.
Impulse control, peer interaction and instructional compliance — educator and caregiver observed multi-rater model.
Natural drive to explore, question and persist — a foundational predictor of lifelong learning engagement.
Divergent thinking, imaginative problem-solving and flexible ideation applicable to STEAM learning contexts.
High-potential composite screening for enrichment programme eligibility and selective school preparation.
Early signal detection for dyslexia, dyscalculia and processing challenges — flags for educational psychologist referral.
Multi-source input model combining educator observation and caregiver responses for a complete developmental picture.
Age-appropriate gamified exploration of natural strengths and interest clusters for children aged 6–12.
Pathway, cognitive and identity intelligence for secondary school students aged 13–17 — the critical crossroads where academic, vocational and personal trajectories form. Designed for career counsellors, year advisors, TAFE pathway coordinators and student wellbeing leads. Integrates with ATAR, VET and direct-to-work planning frameworks.
Data-driven recommendation across tertiary, TAFE/VET and direct-to-work pathways — replaces guesswork with evidence.
Map cognitive strengths and subject performance to career cluster compatibility and HSC subject selection.
Practical, psychological and skills readiness for the transition beyond secondary school across all pathway types.
Predicts university readiness, course fit probability and completion likelihood — beyond ATAR score alone.
Higher-order analysis, evaluation and evidence-based reasoning — predictive of academic performance and leadership trajectory.
Early signal identification for school leadership, student representative roles and future workplace leadership.
Risk orientation, deliberativeness, peer-influence resistance and ethical reasoning — critical predictors for high school and beyond.
Capacity to thrive in ambiguous, fast-changing career and life environments — resilience, openness and change tolerance.
Emerging personal values, fairness reasoning and integrity indicators — foundational for character education and career guidance.
Prosocial leadership vs. risk-driven peer alignment — identifies students who lead positively vs. those vulnerable to negative group influence.
Planning, persistence, distraction management and independent work capability — predictors of ATAR performance and tertiary success.
Composite predictor for science, technology, engineering and mathematics career success — spatial reasoning, logic and interest alignment.
Predictive career-readiness and intern intelligence — linking education outcomes to workplace performance. Designed for universities, TAFE providers, graduate employers, and internship programmes. Traverse assessments bridge the gap between study and career, providing employers with early-career talent intelligence and institutions with placement outcome predictors.
Holistic readiness for workplace entry across skills, behaviours, professional expectations and self-management.
Match graduate profile to optimal career pathways using trait, interest and cognitive capability mapping.
Workplace communication, initiative, resilience and professional conduct validated against employer expectations.
Speed and quality of skill acquisition in novel workplace environments — predictive of early-career progression rate.
Predict intern-to-hire conversion likelihood and performance ceiling before placement begins.
Values alignment, team integration readiness and organisational culture compatibility scoring.
Autonomy, task ownership and proactive behaviour in low-supervision early-career settings.
Openness to coaching, criticism and rapid behavioural adjustment — essential for high-velocity early-career development.
Psychological and practical preparedness for the shift from education to employment — identity, expectations and structure adaptation.
Risk orientation, creative thinking and self-starting capability for non-linear and portfolio career trajectories.
Comfort, competence and behaviour in AI-assisted, hybrid and remote work environments — the modern baseline.
Early leadership signal identification for fast-track programme targeting and talent pipeline building.
A trauma-informed, clinically aligned wellbeing and risk screening framework for young people under 18. Designed for school counsellors, educational psychologists, child welfare services, and youth health organisations. Anchor is a screening tool, not a diagnostic instrument — it flags for qualified professionals to act on, not conclude from.
Baseline emotional and psychological health screening using an age-appropriate youth variant of validated wellbeing instruments.
Generalised anxiety indicators, worry frequency, physical symptom correlation and avoidance behaviour screening.
Early-stage depressive symptom detection — persistent low mood, anhedonia and withdrawal — with structured clinician follow-up protocol.
How young people currently manage pressure — adaptive vs. maladaptive coping strategy mapping across academic, social and family stressors.
Non-clinical early-warning screen for non-suicidal self-injury with mandatory immediate clinical escalation and safeguarding notification.
Adverse childhood experience indicators and psychological impact assessment identifying trauma affecting current functioning.
Safe messaging-compliant early detection with mandatory immediate practitioner escalation, parent notification and crisis service referral.
Alcohol and substance experimentation indicators linked to emotional regulation deficits, trauma responses and peer pressure vulnerability.
Social isolation indicators and quality of peer and family relational bonds — predictors of mental health vulnerability and school engagement.
Digital harm exposure, social media distress patterns and online identity pressure impact on mental health and sleep.
Protective factor and risk factor assessment for the home context — parental support, household stress, stability and attachment quality.
Identify existing internal and external resilience assets to anchor intervention — strengths-based, never deficit-led.
Unlike generic personality tests, Clarent 360 develops industry-specific assessment frameworks aligned to your operational realities, workforce requirements, and regulatory context.
Improve workforce safety, site leadership capability, and operational performance through role-specific psychometric frameworks built for trade environments.
Identify high-performing agents before you hire them. Reduce attrition, strengthen ethical behaviour, and optimise client engagement outcomes.
Support student success through vocational pathway alignment, apprenticeship suitability scoring, and workforce readiness measurement at intake.
Address clinical burnout before it happens. Build resilient, cohesive healthcare teams with compassion fatigue indicators and leadership profiling.
Support high-trust workforce selection, integrity assessment, mission-critical resilience measurement, and national security personnel programmes.
Enhance recruitment outcomes, accelerate leadership development, strengthen succession pipelines, and reduce executive derailment risk.
Our existing library of scientifically validated assessments can be deployed immediately — or combined into a bespoke battery tailored to your organisation.
Behavioural and values alignment for site-based roles. Reduces incident risk from day one.
Leadership capability for frontline site management — decision-making under pressure, team accountability.
Predict agent performance, retention, and ethical conduct before hiring. Industry-specific AU norms.
Client empathy, ethical decision-making and influence style for client-facing sales professionals.
Early-warning indicators for clinical workforce resilience and team cohesion in health settings.
Identify risk-prone behaviours in high-access digital and operational technology roles.
Behavioural and trait analysis from structured video assessments. Real-time scoring and flagging.
Combined psychometric and behavioural scoring for high-trust, high-consequence roles across all sectors.
Identify behavioural drivers of turnover before they activate — reduce avoidable attrition costs.
Surface emerging leaders from within your existing workforce for pipeline and succession planning.
Predict trade pathway success and completion likelihood. Built for TAFE, GTOs and construction onboarding.
Predict safety risk-taking behaviours in high-hazard operational environments and trades.
Integrity and risk indicators for finance-adjacent, fiduciary and high-value asset management roles.
Trait and EQ profiling for client-facing, service delivery and hospitality roles across sectors.
Resilience, stress tolerance and recovery profiling for emergency services, clinical and operational roles.
Self-direction, communication and accountability profiling for distributed and asynchronous teams.
Attitudes and behaviours around AI usage, data ethics and automation trust in the modern workplace.
Human-layer cyber risk indicators across all staff cohorts — the behavioural firewall.
Dark-side personality indicators and leadership failure risk profiling for C-suite and senior roles.
Integrity, resilience and mission-readiness profiling for defence, government and critical infrastructure roles.
Age-appropriate numerical, verbal and spatial reasoning benchmarked against Australian primary school norms.
VARK modality mapping to inform classroom strategy, teaching approach and learning support.
Short-term retention, sustained focus and task-switching capacity — key indicator for learning difficulty screening.
Composite predictor for long-term academic trajectory across literacy, numeracy and reasoning.
Empathy, cooperation, conflict navigation and relationship-forming capability against developmental milestones.
Impulse control, peer interaction and instructional compliance — multi-rater educator and caregiver model.
Natural drive to explore, question and persist — a foundational predictor of lifelong learning engagement.
Divergent thinking, imaginative problem-solving and flexible ideation applicable to STEAM learning contexts.
High-potential composite screening for enrichment programme eligibility and selective school preparation.
Early signal detection for dyslexia, dyscalculia and processing challenges — flags for psychologist referral.
Multi-source input model combining educator observation and caregiver responses for a complete developmental picture.
Age-appropriate gamified exploration of natural strengths and interest clusters for children aged 6–12.
Data-driven recommendation across tertiary, TAFE/VET and direct-to-work pathways — replaces guesswork.
Map cognitive strengths and subject performance to career cluster compatibility and HSC subject selection.
Practical, psychological and skills readiness for the transition beyond secondary school across all pathway types.
Predicts university readiness, course fit probability and completion likelihood — beyond ATAR score alone.
Higher-order analysis, evaluation and evidence-based reasoning predictive of academic and leadership trajectory.
Early signal identification for school leadership, student representative roles and future workplace leadership.
Risk orientation, deliberativeness, peer-influence resistance and ethical reasoning for adolescents.
Capacity to thrive in ambiguous, fast-changing career and life environments — resilience and openness.
Emerging personal values, fairness reasoning and integrity indicators for character education and career guidance.
Prosocial leadership vs. risk-driven peer alignment — identifies positive leaders and vulnerability indicators.
Planning, persistence and distraction management — predictors of ATAR performance and tertiary success.
Composite predictor for science, technology, engineering and mathematics career success and pathway fit.
Holistic readiness for workplace entry across skills, behaviours, professional expectations and self-management.
Match graduate profile to optimal career pathways using trait, interest and cognitive capability mapping.
Workplace communication, initiative, resilience and professional conduct validated against employer expectations.
Speed and quality of skill acquisition in novel workplace environments — predictive of early-career progression.
Predict intern-to-hire conversion likelihood and performance ceiling before placement begins.
Values alignment, team integration readiness and organisational culture compatibility scoring.
Autonomy, task ownership and proactive behaviour in low-supervision early-career settings.
Openness to coaching, criticism and rapid behavioural adjustment in high-velocity early-career environments.
Psychological and practical preparedness for the shift from education to employment — identity and expectations.
Risk orientation, creative thinking and self-starting capability for non-linear and portfolio career trajectories.
Comfort, competence and behaviour in AI-assisted, hybrid and remote work environments.
Early leadership signal identification for fast-track programme targeting and talent pipeline building.
Baseline emotional and psychological health screening using age-appropriate youth wellbeing instruments.
Generalised anxiety indicators, worry frequency and avoidance behaviour screening across school and home contexts.
Early-stage depressive symptom detection with structured clinician follow-up protocol. Professional oversight required.
Adaptive vs. maladaptive coping strategy mapping across academic, social and family stressors.
Non-clinical early-warning screen with mandatory immediate clinical escalation and safeguarding notification protocol.
Adverse childhood experience indicators and psychological impact assessment. Trauma-informed delivery required.
Safe messaging-compliant detection with mandatory immediate practitioner escalation, parent notification and crisis referral.
Alcohol and substance experimentation indicators linked to emotional regulation deficits and peer pressure vulnerability.
Social isolation indicators and quality of peer and family relational bonds — mental health vulnerability predictors.
Digital harm exposure, social media distress patterns and online identity pressure impact on mental health.
Protective factor and risk factor assessment for home context — parental support, stability and attachment quality.
Identify internal and external resilience assets to anchor intervention — strengths-based, never deficit-led.
Every organisation operates differently. Off-the-shelf assessments often miss the nuance that matters most in your environment, your culture, and your role requirements.
Clarent 360 designs and validates fully bespoke psychometric assessment batteries from the ground up — mapped to your specific operational context, norm groups, and workforce objectives.
We analyse your role profiles, performance data, industry context, and workforce challenges to define what the assessment needs to measure.
Our applied psychologists design a validated item battery using IRT methodology and pilot testing against real candidate populations.
We build industry and role-specific Australian norm groups — so your results reflect real-world performance benchmarks, not generic global data.
Assessments integrate into your existing ATS/HRIS workflows and are continuously refined against post-hire performance data.
Beyond traditional psychometric reporting — our next-generation workforce intelligence platform transforms human data into strategic organisational insight.
Most assessment providers deliver reports. Clarent 360 delivers workforce intelligence. Our AI-powered platform combines behavioural science, psychometric analysis, machine learning, and predictive risk modelling into a single, actionable intelligence layer.
Every organisation gets a real-time view of candidate suitability, team dynamics, leadership potential, and human risk — mapped against role-specific Australian benchmarks.
Live personality trait mapping and candidate score visualisation as assessments are completed.
Automatically compare candidate profiles against validated success benchmarks for each role.
AI analysis of structured video interviews — behavioural signals, language patterns, and trait indicators.
Automated flagging of high-risk indicators across safety, integrity, and human reliability dimensions.
Machine learning models trained on post-hire outcome data to continuously sharpen prediction accuracy.
Plug into Workday, Employment Hero, PageUp and other platforms your team already uses.
Whether you need an off-the-shelf assessment deployed this week, or a fully bespoke battery built for your organisation — our team is ready to help.