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See what your people can really do.

Orbit-Ed assesses domain knowledge, cognitive ability, behavior and leadership potential through AI voice interviews, validated psychometric games and real-world case studies.

Book a demoSee how it works

Jordan Ellis

Regional Sales Manager

82
Overall readiness

Strengths

  • Ownership
  • Stakeholder focus
  • Commercial judgment

Development area

Data literacy

Ownership4.5 / 5

“I took over the delayed rollout and reset the plan with each regional lead.”

  • 120K+assessment sessions
  • 20+organizations
  • 87%customer retention
  • 96%engagement
  • 30+competencies

Trusted by enterprises, governments and global institutions

  • U Bank
  • Mobilink Bank
  • PepsiCo
  • BAT
  • Dawlence
  • PGL

Work is changing faster than you can see your workforce.

  • Outdated frameworks

    Written for jobs that have since changed.

  • Inconsistent evaluations

    Ratings that depend on who the manager is.

  • Scattered data

    People data spread across separate tools.

AI is reshaping every role. Leaders need a live view of capability, not a yearly snapshot.

A living picture of workforce capability.

Every assessment sharpens a competency framework that keeps evolving with your business.

People take part

  • Voice interview
  • Psychometric games
  • Case studies

We capture evidence

  • OwnershipStakeholder focus
  • Numerical reasoningSituational awareness
  • JudgmentPlanning

You see the person clearly

Jordan Ellis

Regional Sales Manager

82
Readiness

Strengths

  • Ownership
  • Stakeholder focus
  • Judgment

Development area

Situational awareness

Ownership4.5 / 5

“I took over the delayed rollout and reset the plan with each regional lead.”

What you see

  • Current capability
  • Future potential
  • Leadership readiness
  • Adaptability to AI
  • Skill gaps

Five steps from conversation to decision.

  1. 01

    Engage

    People talk with Juno and Nova, play games and work through case studies.

  2. 02

    Capture

    Every answer becomes behavioral, cognitive and domain evidence.

  3. 03

    Analyze

    Evidence is scored against research-backed competency rubrics.

  4. 04

    Predict

    See fit, potential, readiness and adaptability.

  5. 05

    Decide

    Act on hiring, development, mobility and succession.

Feels like a conversation, not a test.

Real voice interviews with a live transcript, tailored to the role.

  • Juno leads the interview

    Asks about experience, competencies and domain knowledge, built from the job description and the resume.

  • Nova profiles personality

    An open conversation with no right or wrong answers.

96%engagement
Voice conversation, shown muted
  1. Juno

    Tell me about a quarter when your region was behind target. What did you do?

  2. Jordan

    I met each account lead that same week, and we rebuilt the pipeline together.

    • Ownership
    • Stakeholder focus
  3. Juno

    How did you decide which deals came first?

  4. Jordan

    I ranked them by margin and how soon each client could sign, and dropped two that were draining time.

    • Commercial judgment

Games that measure how people think.

A library of research-validated games, matched to the competencies each role needs.

Try one. It takes 20 seconds.

Watch the dots. Tap them back in order.

20 seconds
Skip

Just for fun. Nothing is recorded.

Reasons, not just numbers.

Every score comes with the evidence behind it, in a report built around your goal.

Overall readiness, strengths and development areas

Jordan EllisRegional Sales Manager

82
Readiness

Strengths

  • Ownership
  • Stakeholder focus
  • Commercial judgment

Development areas

  • Data literacy
  • Delegation
  • Strategic planning
Reports are tailored to each organization.

One assessment engine. Six decisions.

  • Hire with evidence.

    Know who fits before you offer.

    See how

  • Build sales teams.

    Know who will sell before you invest.

  • Plan succession.

    Know who is ready before a seat opens.

  • Target development.

    Know the gaps before you spend.

  • Enable mobility.

    Know who can move before you hire outside.

  • Prepare for AI.

    Know who will adapt before roles change.

AI transformation is a workforce challenge.

See who is AI-ready, who needs reskilling and who will lead the change.

  • AI-ready talent
  • Reskilling priorities
  • Adaptability gaps
  • Future leaders
  • Transition opportunities
  • Reskill
  • Ready
  • Lead the change

Science you can check.

Built on behavioral science and refined across enterprise deployments.

Read the science
  • Structured voice interviews
  • Validated psychometric games
  • Research-backed rubrics
  • Several methods, cross-checked
  • Every score explained

Research and validation partners

  • University of East London
  • University of Miami

A different kind of assessment.

  • Orbit-Ed

    Method
    Several methods, cross-checked
    Scoring
    Research-backed rubrics
    Result
    An explained decision
    Over time
    Updates as roles change

  • Generic AI tools

    Method
    One chat
    Scoring
    Black box
    Result
    A summary
    Over time
    Goes stale

  • Traditional assessments

    Method
    Static tests
    Scoring
    Subjective
    Result
    A score
    Over time
    Goes stale

What our customers say.

  • The one area that was a pain point for us was that we were unable to provide unbiased and customized analytics to [our employees], in order to give them visibility of how they are performing. So we embedded Orbit-Ed's tool, and it really helped us provide those insights in real time so thank you Orbit-Ed.

    Sana SaleemHRBP, PepsiCo

  • What impressed me most about Orbit-Ed wasn't just their tech, it was their depth of thinking. They backed every parameter with solid research and quickly understood the fundamentals of our sales operations, despite not being from our industry. We challenged them to help us gauge and build commercial capabilities, and they delivered.

    Varda AltafNational Sales Lead, Frito-Lay

  • It would still be an understatement when I say that it was such a great experience to interact with both [Juno and Nova]. Their imitation of real human conversations was really impressive. At times [I] found myself talking way too much because of the interactive experience.

    Harris AnwarCivil Servant, Government of Pakistan

  • We're especially proud to see the expertise of our academic community contributing to the development of technology grounded in robust psychological and psychometric principles. Our partnership with Orbit-Ed brings together academic expertise, behavioural science and innovative technology to explore new approaches to behavioural assessment and shape the future of work.

    Sonya DinevaSenior Lecturer, University of East London

  • Talking to Juno felt really nice. It was almost like rediscovering parts of myself that I had forgotten along the way. The conversation left me feeling positive, refreshed, and more connected with myself.

    Zoha tariqCivil Servant, Government of Pakistan

  • Orbit-Ed helped us significantly optimize costs while giving us clear, data-driven visibility into our teams' capability gaps and growth areas. As a capability manager, this is exactly what we need to scale smartly.

    Mehmil ButtAssistant Manager Capability Building, PepsiCo

  • I just want to let you know that I have completed [conversation with Juno and case study based assessment]. This has been fun.

    Shaheer HassanManage Admin and Operations, LMKR

See the results.

Orbit-Ed's Competency Based Framework For Career Transition Readiness

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Orbit-Ed's Competency Based Framework For Career Transition Readiness

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Latest thinking.

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Built for enterprise scale.

  • Secure architecture

    Role-based access and infrastructure built for large deployments.

  • Privacy-conscious

    Responsible handling of behavioral and competency data.

  • Explainable AI

    Interpretable frameworks grounded in behavioral science.

  • Scales across programs

    Hiring, leadership, mobility, graduate and transformation programs.

  • Multi-region

    Works across geographies, functions and structures.

  • Human-centered

    AI combined with organizational psychology.

Questions buyers ask.

What is Orbit-Ed?

Orbit-Ed is an AI assessment engine that measures what people can really do. It combines AI voice interviews, validated psychometric games and real-world case studies to assess domain knowledge, cognitive ability, behavior and leadership potential.

How does an AI voice interview work?

A person speaks with Juno, our AI interviewer, in a natural voice conversation and sees a live transcript. Juno asks structured questions built from the role, the job description and the person's resume, then follows up based on their answers.

Who are Juno and Nova?

Juno leads the interview and explores experience, competencies and domain knowledge. Nova holds a separate open conversation to profile personality. Each has its own voice and role so the experience stays clear.

What are psychometric games?

They are short, research-validated games that measure how people think and behave, such as reasoning, awareness and learning style. Orbit-Ed has a library of games and selects the ones that match the competencies each role needs.

What does Orbit-Ed measure?

More than 30 competencies across domain knowledge, cognitive ability, behavior, personality and leadership potential. Each organization chooses the competencies that matter for its goal.

How is this different from other AI interview tools?

Many tools score one unstructured chat with a language model. Orbit-Ed uses structured conversations, research-backed rubrics and several methods cross-checked against each other, and it shows the evidence behind every score.

Can you assess technical or domain knowledge?

Yes. Juno asks role-specific questions built from your job description and each person's resume.

What do we receive at the end?

A report built around your goal. It can include overall readiness, strengths, development areas, competency scores with evidence, game results, a personality profile and case study analysis.

What can we use it for?

Building sales teams, succession planning, development, internal mobility, AI readiness and hiring.

Who uses Orbit-Ed?

More than 20 organizations across consumer goods, banking, technology, government, defense and universities.

How long does an assessment take?

It depends on the depth you choose. A quick screen takes under 15 minutes. A deep assessment takes 30 to 60 minutes.

How do we get started?

Book a demo. We will show you a live assessment and discuss the competencies that matter for your goal.

Built for complex workforce environments

  • Technology
  • Banking
  • Consumer goods
  • Universities
  • Government
  • Defense

Find out what your people can really do.

Book a demo