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Find out which programs are working.

Ignis gives L&D teams a before-and-after skills snapshot for every participant, so you can show what changed, not just who showed up.

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No more 'we think it's working'

You know the moment. The executive team wants to know whether the leadership development program worked. You've run it well: thoughtfully designed, strong participation, positive feedback scores. And when someone asks whether it moved the needle on the capabilities it was supposed to develop, you say some version of the same thing L&D leaders have been saying for years: we think it's working.

Completion rates tell you who showed up. Satisfaction surveys tell you how people felt. Manager ratings tell you someone's impression, weeks after the fact. None of it tells you whether the underlying capabilities (the ability to lead through ambiguity, think analytically under pressure, collaborate across a divided room) actually developed as a result of what you built.

Instinct doesn't scale. It doesn't survive a budget review. And it doesn't tell you what to do differently with the next cohort.

A before-and-after story. For every participant.

Run Ignis before your program. Run it again after. What you get is a clear, scored skills profile at both points, showing exactly where capability moved, where it didn't, and what that means for the work ahead.

This is the measurement that was missing. Not a proxy for development. Not a satisfaction score or a manager impression. A specific, comparable picture of what changed.

When you can see which skills moved and which didn't, program design improves. Development investment goes to the right people because you know where the actual gaps are. Succession conversations get more specific. And when someone asks whether the program was worth it, you have an answer that holds up.

3 places L&D teams are using Ignis

Before-and-after program measurement

Run Ignis before a leadership academy, development cohort, or any L&D initiative. Then run it again after. You get a skills snapshot at both ends for every participant, not just records that they attended and completed a survey.

HiPo identification and succession planning

Most HiPo programs run on manager nominations and gut feel. Ignis replaces that with a standardized Power Skills profile for every candidate, so your succession pipeline is built on demonstrated capability, not visibility and political capital.

New manager transitions

The move into people leadership is the highest-risk transition in any organization. Ignis measures the Power Skills that determine whether someone will succeed in that shift, before they're already in the role struggling.

This is not another engagement survey.

What you have now
What Ignis adds
What you have nowPost-program satisfaction surveys
What Ignis addsBehavioral skills scores before and after
What you have nowManager ratings: subjective, inconsistent
What Ignis addsStandardized profiles comparableacross your entire population
What you have nowAttendance and completion records
What Ignis addsEvidence of actual capability change
What you have nowGut-feel HiPo nominations
What Ignis addsObjective Power Skillsprofiles for every candidate
What you have nowA story you can't defend in a budget meeting
What Ignis addsA before-and-after story you can

“Why not just use the AI tools we already have?”

It's a fair question. You're probably getting it from internal stakeholders. You may have asked it yourself. But the real question isn't “can ChatGPT do this?” It's a question of trust.

Off-the-shelf AI can produce something that looks like an assessment. The output is fluent, fast, and free-ish. Looking like an assessment isn't the same as being one. In talent development, that gap is where careers happen and lawsuits sometimes occur. You need to be able to defend decisions about who gets promoted, who gets developed, and where learning investments go. To your CHRO. To Legal. To a regulator, if it comes to that.

Off-the-shelf AI doesn't give you data you can stand behind. There's no evidence of validity. No reliability data. No way to know whether the outputs are measuring what they claim to measure, or producing different results for different demographic groups because no one ran those tests.

That's not a knock on the technology. It's just not what it's built for.

Ignis has undergone formal psychometric validation using Item Response Theory, the same framework that underpins high-stakes assessments like the SAT and professional licensing exams. There are 4 things that separate it from off-the-shelf alternatives:

The validation documentation exists. The methodology is explainable. The evidence is available for review.

  • Bias testing. AI bias in talent decisions isn't theoretical anymore. It's in headlines and in active litigation. In April 2026, Ignis completed a 613-person study and found no significant evidence of bias against key protected groups across gender, race, age, and ethnicity. That evidence is documented and auditable. If you build your own version with off-the-shelf AI, you own that risk.

  • A purpose-built skills framework. Ignis has a proprietary framework for workplace Power Skills, not a generic competency library. When someone responds to a scenario in their own words, the system doesn't count keywords and produce a number. It maps the response to a calibrated proficiency level using a model fine-tuned specifically for this domain.

  • Measurement sensitive enough to detect real change. The proficiency model detects meaningful skill development within 30 to 60 days. That's what makes Ignis work as a before-and-after instrument, not just a one-time screening tool.

  • A research lineage you can stand behind. The methodology behind Ignis wasn't built in a sprint cycle. It was developed through years of applied psychometric research, including global-scale assessments across 60+ countries and enterprise deployments reaching hundreds of thousands of learners.

Find out which programs are working.

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FAQ

Participants receive an Ignis AI PowerSkillsPrint™ showing relative strengths and growth areas, which can anchor development plans and coaching conversations. Managers and HR see aggregated views across teams, cohorts and levels, so they can target development resources, shape program content and bring concrete Power Skills data into talent reviews and succession discussions.

Ignis is built on research-validated rubrics and Bayesian proficiency models that have been tested across large populations. AI scoring focuses on the content and quality of responses in structured scenarios, not on demographic markers. Scores are designed to be a strong, auditable input into decisions (used alongside, not in place of, other evidence such as performance and potential assessments).

Scenario-based assessment reduces the social desirability and self-presentation bias inherent in self-report personality tests. Ignis's scoring models are trained and evaluated with fairness in mind, and the methodology is transparent enough to support internal review by your legal, compliance and DEI partners. The intent is to give you more consistent, documented evidence, not to introduce a new black box.

Assessment data is stored securely, with role-based access so that individuals see their own profiles and HR/people leaders see only the aggregated or role-appropriate views you configure. Ignis does not sell or share your employee data with third parties, and usage can be aligned with your existing data retention and privacy policies.

Fair question. Our methodology was built by researchers who designed assessments for the OECD, Harvard, and Microsoft. Deployed across 70+ countries with tens of thousands of participants. We're new as a company. The science behind us is not.