You already have AI champions on your team.You just don't know who they are.
The AIRE Assessment™ shows how each person really works with AI — who moves first, who designs the system, who checks the evidence, who protects what matters, who gets it finished — in the plain language of your industry. No hype and no ranking: nine ways of being good at the work.
A work-style instrument for the AI era.
Take the assessment
Free to take
41 questions · 8 minutes
$7.99 unlocks your full report
Assess your people
$4.99 per employee, billed once
Invite by email or CSV
Team report and dashboard included
Not ready? View a sample individual report or a sample team report.
Early adopters
Shown as usage, not endorsement.
Legacy Music StudiosWhy do I need to find my AI champions? I run a real business.
— every operations leader we've talked to, in some form
- 8 min
- to map a person
- 9
- AIRE types — each with meaningful strengths
- 41
- research-based items
Fair question. You are not buying AI because it's trendy — your customers, insurers, GCs, payers and competitors are already changing how they quote, schedule, document and bill. The tools will land on your team whether you plan for them or not. What decides whether that costs you money or makes you money is which people you hand them to first.
Most failed rollouts are not technology failures. Software gets bought, a mandatory training happens, and six months later the crew is back on the old spreadsheet. The pattern is almost always the same: it was pushed through the org chart instead of through the people who were actually going to carry it.
- A foreman who quietly built his own takeoff sheet
- A nurse who fixed the handoff template
- A dispatcher who taught herself the new portal
Every company already has those people. They are usually invisible on an org chart. AIRE finds them in eight minutes.
The default is to give new tools to the most senior person or the loudest one. When that person isn't the adopter, the pilot dies quietly and the license renews anyway. Picking your first users on evidence is the cheapest risk control in the whole program.
One credible early adopter on a crew converts more people than any all-hands. Knowing who those three or four people are — by name, by shift, by site — is the difference between a rollout that takes a quarter and one that takes two years.
The people who go quiet during a tech change are the ones you lose, or the ones who create the workaround that becomes your compliance problem. Mapping them lets you train deliberately instead of discovering it in an audit or an exit interview.
You need all nine AIRE types — including the one who challenges the room
"AI champion" does not mean "the person most excited about AI." A company staffed entirely with enthusiasts ships fast and breaks things it cannot afford to break. The AIRE Nine reveal different paths to effective AI adoption: each one does a job the others cannot. The skeptic who asks the uncomfortable question about liability is protecting your license. The methodical operator is the reason the pilot becomes standard practice instead of a demo. AIRE tells you who is who so you can assign the right role — not rank your people.
Nobody fails this assessment. It measures work style and readiness, not intelligence or performance — and every person who takes it gets their own full profile to keep. That is why teams complete it instead of resenting it.
The barrier isn't the software. It's the people.
Three findings from construction-sector adoption research. Not our data, not a claim about your industry — the pattern the instrument was built to measure.
of construction firms surveyed report no AI implementation at all
of those firms cite a lack of skilled personnel as the leading barrier
of firms with AI in play remain in pilots rather than production use
Source: RICS Digitalisation in Construction Report (2025) and adjacent sector adoption surveys. These figures are construction-sector only — we have not measured the other industries AIRE covers, and we are not implying the same percentages hold there. They are shown because the personnel-gap pattern is the one we built the instrument around, not as evidence about your workforce.
How It Works
Map the people you already have
Send one link to every employee. In eight minutes each you learn who will drive AI adoption, who will pressure-test it, and who needs support — before you roll anything out.
Hire your next AI champion on purpose
Built for HR and hiring managers: send a candidate the same 8-minute assessment during your process and see their AI-readiness profile next to your current team — before the offer. Two finalists look identical on a résumé; this shows you which one closes the gap your team is missing. Candidates are tracked separately in your dashboard, with their own pipeline and results view.
A hiring input, not a pass/fail screen. AIRE describes work style and AI readiness — it is not an aptitude, personality-disorder, or performance test.
See how hiring teams use it →Professors: map your class before they graduate into it
The professor portal works on the same rails as the employer portal, with students instead of employees and incoming students instead of new hires. Add a roster, send private links, track completion, and read the class composition report.
The Four AIRE Dimensions
Four simple measures of how someone works with AI tools. Everyone gets a score on each one.
Industry Lenses
Precision-engineered operating systems for the world's most critical workforce sectors.
Meet The AIRE Nine™
Four dimensions. Nine core types. Sixteen industry lenses. Every type is written in the vocabulary of your industry — 144 industry expressions in all — with strengths, blind spots, career tips, and a 30-day action plan.
"The one who tries it first, quietly."
"The one who catches what everyone else waved through."
"The one who catches what everyone else waved through."
"The one who makes it part of the actual day."
Why AIRE vs Generic Quizzes
Other AI readiness tools give the same result to a carpenter and a cardiac surgeon. AIRE is different.
Deploy across your workforce — and your next hire
- Assess your entire team from one dashboard
- Assess candidates during interviews — before you hire
- Track completion in real-time
- Identify hidden AI champions
- Team Composition Report
- Volume pricing from $2.99/employee
- Separate candidate pipeline + results view for HR
- CSV bulk upload & seat management
How We Build Your Profile
The AIRE Assessment™ is adapted from established research frameworks: Big Five personality traits (IPIP), Cognitive Reflection Test (Frederick 2005), Personal Initiative Scale (Frese et al. 1997), Technology Readiness Index (Parasuraman 2000), Technology Acceptance Model (Davis 1989), UTAUT (Venkatesh et al. 2003), AI Learning Readiness Self-Efficacy (Oksanen et al. 2026), Need for Cognition (Cacioppo & Petty 1982), and Critical Thinking Disposition (Facione 1990s).
Familiar to anyone who has taken DiSC® — a profile, not a grade — but built for AI readiness. How AIRE relates to DiSC®.
DiSC® is a registered trademark of John Wiley & Sons, Inc.. AIRE is an independent instrument, not affiliated with, endorsed by, sponsored by or derived from DiSC® — trademarks & notices.
Read full methodology →The AIRE Assessment™ and AIRE™ are trademarks of the publisher of this instrument.
DiSC® is a registered trademark of John Wiley & Sons, Inc., referenced here solely as a descriptive comparison to a familiar category of work-style instrument.
AIRE is an independent instrument. It is not affiliated with, endorsed by, sponsored by, certified by, licensed from or derived from DiSC® or John Wiley & Sons, Inc., and shares no items, scales, scoring, norms or report content with it. Read the full notice.
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