Start a structured conversation about how your team works with AI.Nine ways people describe their approach. One short questionnaire.
Nine work styles. Everyone on your team has one.
The AIRE Assessment™ shows how each person really works with AI — who moves first, who scales it across the team, who makes the numbers hold up, who folds it into the daily work, who protects what matters, who explains it so everyone gets it, who turns one good run into the new standard, who catches what slips through, who's already doing it quietly and just needs the assignment — 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
Certify your AI agents
$7.99 per agent · Founding beta
Signed role badge, anchored to
your verified AIRE result
Not ready? View a sample individual report or a sample team report — or browse every industry's sample.
Early adopters
Shown as usage, not endorsement.
Legacy Music StudiosNexen Construction runs all nine AIRE roles — Pilot through Pragmatist — as a differentiated review panel on every six-figure bid and legal decision.
Read the case study →Why would I ask my team how they work with AI? 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 people like this, and they are usually invisible on an org chart. AIRE gives them a structured way to describe how they work with AI, in about eight minutes.
The default is to give new tools to the most senior person or the loudest one. Development conversations let volunteers describe their interests and support needs first. AIRE has not been shown to identify successful pilot participants; it gives you a structured way to ask.
A credible early adopter on a crew can do more than an all-hands. AIRE offers prompts for that conversation, by name, by shift, by site. Its effect on adoption speed has not been established; the conversations are the point.
People who go quiet during a tech change often have real barriers nobody asked about. AIRE invites them to describe those barriers and support needs, without labeling anyone a future performance or compliance risk.
All nine profiles are worth hearing from — 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.
Adoption depends on tools, access, workflows, leadership, training and people.
Three findings from construction-sector adoption research. Not our data, not a claim about your industry. They provide background context; they do not validate AIRE's scores or profiles.
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
What AIRE is, and is not
AIRE is a developmental self-report questionnaire about how people describe their approach to AI at work. It organizes answers within four proposed dimensions: Awareness, Initiative, Rigor and Execution. A scoring rule assigns one of nine interpretive profiles to provide discussion prompts and suggested learning activities. These profiles are framework categories, not established natural types of people. Scores summarize answers; they do not directly measure observed behavior, technical proficiency, intelligence or job performance. Published evidence establishing AIRE's reliability, validity, fairness and score precision is not yet available. Industry-specific wording provides context but does not establish that scores are comparable across industries. AIRE is intended for personal reflection and voluntary development conversations. Do not use it for hiring, firing, promotion, compensation, grading or other consequential decisions about people. Its recommendations are suggestions to consider alongside your circumstances and experience.
Discuss your team's self-reported experiences and learning needs
Send one link to every employee who wants to take part. In eight minutes each, people describe how they approach AI at work, what they check, and where they want support. Participation is voluntary and individual reports stay private by default.
Give new hires a development conversation, not a screen
AIRE is not intended for candidate evaluation or team-fit selection. Once someone has joined, the same 8-minute questionnaire gives them and their manager a shared vocabulary for how they want to work with AI, what support they need, and what to try first.
Not a hiring input. Do not use AIRE in hiring, promotion, discipline or compensation decisions, including as one input among others. See our fair-use guidance.
See how teams use it for development →Educators: offer optional reflection on AI-related learning habits
The educator portal works on the same rails as the employer portal, with students instead of employees. It is separate from grading and placement. 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
- Voluntary participation, private individual reports
- Track completion in real-time
- Nine interpretive profiles with discussion themes
- Team Composition Report
- Volume pricing from $2.99/employee
- Onboarding view for new hires (development only)
- 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.
Full attributions and the complete comparative-use disclaimer are on the legal & trademarks page.
All other product names, logos and brands referenced on this site are the property of their respective owners and are used for identification purposes only. Such reference does not imply endorsement or affiliation.