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Prove students are career-ready.

Seeing the Invisible - From Experiential Learning to Workforce Readiness. Ignis AI gives career development teams a before-and-after skills snapshot for every student so you can demonstrate impact.

Schedule a conversation with our co-founder, Dr. Yigal Rosen

Career development is under pressure to show impact.

Is tuition a worthwhile investment in career readiness? That’s the very real pressure in higher education today. So, when the provost's office wants proof that career services moves the needle on outcomes, what do you say?

You've run the programming well. Strong attendance at the resume workshops. Good satisfaction scores on the mock interview series. Students say the career fair prep helped. And when someone asks whether any of it built the skills employers are actually hiring for — communication, critical thinking, collaboration under pressure — you're back to the answer every career services office has given for years: we think it's working.

Attendance tells you who showed up. Satisfaction surveys tell you how students felt in the room. Post-grad placement data tells you something, eventually, months after you can do anything about it. None of it tells you whether the specific capabilities your programming targets — the soft skills that show up in first-round interviews and first ninety days on the job — actually developed because of what you built.

Gut feel doesn't survive a budget review. It really doesn't survive an accreditation review. And it doesn't tell you what to change for next semester's cohort.

Prove you developed skills that get students hired.

Run Ignis at the start of a career readiness program — a first-year seminar, an internship prep series, a senior capstone. Run it again at the end. What you get is a clear, scored career readiness profile at both points, showing exactly where Power Skills moved, where they didn't, and what that means for how you design next semester.

This is the student career readiness measurement piece that's been missing. Not a proxy like attendance or a satisfaction score. A specific, comparable picture of what actually changed — the kind of pre/post career readiness assessment that turns "students loved it" into "students improved, and here's by how much."

When you can see which skills moved, program design gets sharper. Advising gets more targeted, because you know which students need which intervention before they're job hunting, not after. Employer-relations conversations get more credible. And when the dean asks whether the career center's budget is earning its keep, you've got an answer that holds up outside the building.

3 places career development offices are using Ignis

Program impact measurement

Run Ignis before a career readiness course, internship prep series, or first-gen student support program — then run it again after. You get a Power Skills snapshot at both ends for every student, not just a sign-in sheet and an exit survey.

Employer-facing career readiness credentialing

Give employers something more useful than a GPA and a list of clubs: a standardized Power Skills profile that shows a student's actual readiness for the workplace, backed by assessment rather than self-report.

Early identification and targeted advising

Most advising triage runs on GPA, major, and whoever shows up to office hours. Ignis replaces the guesswork with a Power Skills profile for every student — so advisors can flag readiness gaps early and target support before senior-year panic sets in.

Beyond a satisfaction survey

What you have now
What Ignis adds
What you have nowPost-workshop satisfaction surveys
What Ignis addsBehavioral skills scores, before and after
What you have nowPlacement rates, six months delayed
What Ignis addsReal-time evidence of readiness while students are still on campus
What you have nowAttendance and completion records
What Ignis addsEvidence of actual capability change
What you have nowGut-feel advising triage
What Ignis addsObjective Power Skills profiles for every student
What you have nowA story you can't defend to the provost
What Ignis addsA before-and-after story you can

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

Fair question — you're probably fielding it from your own IT office. 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. Fluent, fast, cheap. Looking like an assessment isn't the same as being one — and when the output feeds into advising decisions, credentialing claims, or a grant report, that gap is where institutions get exposed. You need to be able to defend how you measured career services effectiveness. To your provost. To your accreditor. To a funder, if the program is grant-supported.

Off-the-shelf AI doesn't give you data you can stand behind. No validity evidence. No reliability data. No way to know whether it's measuring career readiness or producing different results across different student populations, because no one tested for that.

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

Ignis has undergone formal psychometric validation using Item Response Theory — the same framework behind high-stakes assessments like the SAT. Four things separate it from off-the-shelf alternatives:

The validation documentation exists. The methodology is explainable. The evidence is available for your institutional review board, your accreditor, or anyone else who asks.

  • Bias testing. AI bias in student assessment isn't theoretical — it's a live equity concern on every campus. 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. Build your own version on top of a general-purpose model, and you own that risk.

  • A purpose-built skills framework. Ignis has a proprietary framework for workplace Power Skills — not a generic rubric borrowed from a syllabus. When a student responds to a scenario in their own words, the system doesn't count keywords. It maps the response to a calibrated proficiency level using a model built specifically for this.

  • Measurement sensitive enough to detect real change. The proficiency model detects meaningful skill development within 30 to 60 days — a single semester. That's what makes Ignis work as a genuine pre/post career readiness assessment, not just a one-time intake screen.

  • A research lineage you can stand behind. The methodology wasn't built in a sprint. It comes from years of applied psychometric research, including global-scale assessments across 60+ countries and deployments reaching hundreds of thousands of participants.

FAQ

Students receive an Ignis AI PowerSkillsPrint™ showing relative strengths and growth areas, which can anchor advising conversations and individual development plans. Career services staff and advisors see aggregated views across programs, cohorts, and class years, so they can target advising resources, refine program content, and bring concrete Power Skills data into institutional reporting.

Ignis is built on research-validated rubrics and Bayesian proficiency models tested across large populations. AI scoring focuses on the content and quality of responses in structured scenarios, not demographic markers. Scores are designed to be a strong, auditable input into program evaluation and reporting that can be used alongside, not in place of, other outcome data like placement and retention.

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

Assessment data is stored securely, with role-based access so students see their own profiles and career services staff see only the aggregated or role-appropriate views you configure. Ignis does not sell or share student data with third parties, and usage can be aligned with your institution's existing data retention policies.

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