What AIRE is for — and what it is not for.

AIRE is designed to answer four operational questions: who is positioned to lead AI adoption from inside a team, where confidence and skill gaps sit by role, which workflows a person should learn first, and how to set a shared baseline before tools are rolled out.

Appropriate uses: team composition analysis, training targeting, change-management planning, internal champion identification, cohort and classroom instruction, and individual self-development.

• Not an intelligence, aptitude, or cognitive-ability test.
• Not a performance rating and not evidence for discipline or termination.
• Not a clinical or psychological diagnostic of any kind.
• Not a measure of a person's worth, potential, or fixed capability — profiles move with experience.
• Not a stand-alone hiring screen. See the section below.

Employers can invite candidates to take AIRE, and some do so as one input in a structured conversation. That is a materially different use from employee development, and it carries legal obligations that sit with the employer, not with us.

Before AIRE is used as a formal selection or screening instrument, complete an employment-law review, a job-relatedness and validation study for your exact role and population, and an adverse-impact analysis. Requirements differ by jurisdiction, and several — including New York City's automated employment decision tool rules and Illinois and Colorado provisions — impose notice, bias-audit, or disclosure duties.

AIRE is designed with the EEOC Uniform Guidelines on Employee Selection Procedures (29 CFR §1607) in mind. Adverse-impact analysis for any specific hiring use is the employer's responsibility until AIRE publishes its own bias audit — see the section below.

Our position: use AIRE with candidates to shape the conversation and the onboarding plan, not to rank, gate, or reject. We do not provide pass/fail thresholds, and we will not build them.

AIRE is not currently deployed for hiring decisions covered by New York City Local Law 144 (automated employment decision tools). We do not market AIRE as a screening or ranking tool, and employer accounts agree at sign-up not to use it as the sole basis for an employment decision.

An independent bias audit of the instrument — disparate-impact ratios by sex and by race/ethnicity category, on the distribution of scores and AIRE types — will be commissioned and published on this page no later than December 31, 2026. If an employer intends to use AIRE within LL144 scope before that date, they must commission their own audit and post the summary of results, as the law requires of the deployer. Email legal@aireassessment.com for the current status.

AIRE's dimension constructs are adapted from published, peer-reviewed research: IPIP-derived trait items, the Technology Acceptance Model, and UTAUT. The instrument carries reverse-keyed pairs in every dimension, embedded attention checks, and internal-consistency comparisons; profiles that fail a control are reported as unverified rather than presented as fact.

What that does not mean: AIRE has not been criterion-validated against job performance in your organization, and no vendor's off-the-shelf validation transfers to your roles automatically. Treat every score as ±5. Adjacent scores are the same score.

Every respondent should know before they start that their employer will see the result, what the result contains, and what it will be used for. Educator accounts can anonymize cohort views; employer accounts cannot see raw item-level responses.

Respondents own their profile. See our privacy policy and terms for data handling, retention, and deletion.

Email hello@aireassessment.com with the use case and we will tell you plainly whether AIRE is the right instrument for it. Sometimes the answer is no.

This page is guidance, not legal advice. Consult counsel licensed in your jurisdiction before deploying any assessment in an employment decision.