ALICE.report
Start the Solo Probe

A neuro-quest for HR and L&D leaders

A dataset, not an offsite

Alice puts one team of 5-12 through a cinematic simulation in the browser, 120-180 minutes between lunch and the end of the day, and scores what actually happens: 92 behavioral indicators, 25 competencies, 7 team-dynamics dimensions, benchmarked against the Cohort. The Alice Report is on screen 15 minutes after the last decision. Run it for one team to make a decision. Run it for every team to build the dataset.

Book a pilot session for one team ($2,900) then decide on Growth
Send the security page to Legal opens a draft in your own mail client
Alice, the AI Director: dark bob, white tee, looking at the reader
Alice, the AI Directorhalf-mask lowered · listens, audio only

Heat Map 25x5 · Leadership

sample · 8 participants
Competency
Absent
Emerging
Working
Strong
Signature
11Adaptive leadership
0
3
3
2
0
12Decision-making and execution
0
0
4
3
1
13Delegation
0
3
4
1
0
14Motivation and initiative
0
1
3
4
0
15Strategic thinking
0
1
4
2
1

What they say · what they do

Said

“The team is aligned on the strategy.”

Interview · 360 · survey

Did Venice 1498 sample

Three different versions of the mission goal stated in the first four minutes of Venice; captain committed after 212 s with 4 of 9 voices heard.

Dimension 4, Velocity: 28th percentile

Alice·00:45·Venice 1498
“The mint closes at the bell. Your captain has not spoken in two minutes. Decide.”

In their words

The survey came back fine

What we hear in the first call. A composite of first calls with HR and L&D leaders, not testimonials.

  • “The engagement survey came back fine. Then two directors resigned in the same month and nobody saw it coming.”

  • “We spent six figures on an offsite and came back with a mood, not a dataset.”

  • “I have a 360 that everyone fills out politely and a succession slate I could not defend to the board.”

  • “Every vendor with AI on the slide makes Legal nervous. I need something I can send to the DPO before I send it to the CFO.”

77%

of employees are not engaged

Gallup

18%

of annual salary lost per disengaged employee

Gallup

Both numbers come from surveys, and a survey is the left column: what people say about themselves, once a year, with the mask on. It cannot tell you which team, which manager or which month. It cannot tell you who closes every decision in the leadership meeting and who stopped offering a view in March. That is the right column, and until now the only way to fill it was an assessment center, with its lead time, its day of observers and its one team.

The promise

Between lunch and the end of the day

A behavioral dataset for every team you run, not an offsite for one.

One session is 120-180 minutes in the browser. No travel, no installs, no room full of observers. While Alice the AI Director narrates and tightens the plot, the Alice Assessor listens to every exchange: who spoke, who interrupted, how long each decision took, who handed over the captaincy and who never did. Signals become 92 indicators, indicators become 25 competencies, competencies become 7 team-dynamics dimensions, scored against the Cohort. The session leaves behind the Alice Report, and the report leaves behind a row in your data.

Three rules make the behavior measurable. Captain Rotation: nobody may be captain more than twice, and never twice in a row. Eight Opportunity Cards, each with a diagnostic cost. The Clock: five minutes per mission, sixty seconds at the peaks. Under those rules a title is worth very little, and the Assessor has something to count.

Run it for ten teams in a year and you have a benchmark of your own, team by team, in the same 25 competencies your frameworks already use.

Alice Assessor · livesample · Venice 1498
418 indicators captured this session
  1. 00:46:20P2Indicator 91, no blame statement within 30 seconds of failure−1speechEmotional self-regulation
  2. 00:42:02P3Indicator 47, decision latency under the Clock−1timingDecision-making and execution
  3. 00:41:55P3Indicator 48, states the reason before the choice+1speechDecision-making and execution
  4. 00:41:48P1Indicator 25, invites a quiet teammate into the decision+1speechTrust and psychological safety
  5. 00:41:40P3Indicator 30, interruptions during a dispute−1speechConflict resolution
  6. 00:40:24P3Indicator 83, applies a new era rule on the first attempt+1decisionLearning agility

The Indicator Stream, as the Assessor emits it. Signals → 92 indicators → 25 competencies → 7 dimensions → the Cohort → the Alice Report.

What a session leaves behind

The seven parts of the Alice Report a buyer opens.

  1. 01Executive Dash

    Who opens itThe CHRO, the sponsor, the VP

    What it holdsThree conclusions in plain sentences; Team Potential as a cohort percentile band; the People-Risk Map, three risks with a money line each

  2. 02Heat Map 25x5

    Who opens itL&D, the team lead

    What it holds25 competencies by 5 levels: Absent · Emerging · Working · Strong · Signature

  3. 03Gap Cards

    Who opens itEach participant; the sponsor by access policy

    What it holds3 strengths, 2 gaps, team-role tendency, 3 Moments as evidence, one recommended pairing

  4. 04Moments

    Who opens itAnyone who reads a score

    What it holdsThe timestamped transcript excerpt behind every score. Text only; raw audio is gone within 24 hours

  5. 0590-Day Playbook

    Who opens itThe team lead

    What it holds12 steps in 3 sprints, checkpoints at 30/60/90, an owner per step

  6. 06Talent Matrix

    Who opens itYour HRIS. Growth and above

    What it holdsOne row per participant, Excel and HRIS-ready formats

  7. 07Method and Confidence

    Who opens itYour methodologists, your DPO

    What it holdsWhat was measured, confidence per dimension, what Alice could not observe

On Growth, a Pulse-Test at 30 and 90 days: a 10-minute anonymous check, plotted against the session baseline.

How a rollout looks

One team first. Then ten a year.

A pilot is one team and one afternoon. Nothing is installed, nothing is integrated and nothing is signed beyond the session. The sequence, as it runs:

  1. Pick the pilot team

    One team of 5-12 with a decision pending: a succession call, a reorg, a launch team. Pick a slot; slots run across US, UK, EU and GCC hours.

    Week 0 · You

  2. Send two links

    The security page to Legal and the DPO, with the consent wording and the retention rule on it. The sample report to the sponsor. Both are open; nothing is gated.

    Week 0 · You

  3. Set the access policy

    Each participant gets their own Gap Card. You decide whether the sponsor sees individual cards or only aggregates. Enter salary bands at booking if you want the People-Risk Map in your numbers rather than an industry estimate.

    At onboarding · You, the sponsor

  4. Room Check

    The Room opens. Camera, mic, headphones and bandwidth in two minutes, then the consent line. Chrome, Edge, Safari. No installs.

    10 minutes before · Participants

  5. The session

    Briefing, four eras, compiling, debrief. The sponsor sees live progress across the eras, never the transcript. If a participant drops, Alice pauses the Clock.

    120-180 minutes · The team

  6. The report

    The Alice Report opens on screen and Alice leads the debrief. Gap Cards go out under the access policy.

    15 minutes after the last decision · The team, the sponsor

  7. The playbook

    12 steps in 3 sprints, days 1-30, 31-60 and 61-90, checkpoints at 30/60/90, an owner per step.

    Days 1-90 · The team lead

  8. Decide on Growth

    Ten sessions for $19,000 a year: cohort benchmarks across your teams, the Talent Matrix export, Pulse-Tests at 30 and 90 days, and a success manager who can lead the debrief. Annual billing in USD.

    After the pilot · You, Procurement

Three proofs: the number, the mechanism, the artifact

Three things to show the VP

Proof 1 · The number

92 indicators, 25 competencies, 8 models

The Alice Assessor maps every exchange to 92 behavioral indicators, referenced by number and name: Indicator 41 is "yields the lead when asked", Indicator 17 is "influence without authority". Indicators roll up into 25 competencies in five families, and the synthesis runs through eight established models your L&D team already works with; the full list is on the Science page. The output arrives in your vocabulary. Your competency framework does not have to move.

FamilyCompetencies · indicators

Communication

  • Communication clarity1-4
  • Empathy5-8
  • Stakeholder management9-12
  • Cultural competence13-15
  • Negotiation16-19

Collaboration

  • Collaboration20-23
  • Trust and psychological safety24-27
  • Conflict resolution28-31
  • Team identity32-34
  • Accountability35-38

Leadership

  • Delegation39-42
  • Adaptive leadership43-46
  • Decision-making and execution47-50
  • Motivation and initiative51-53
  • Strategic thinking54-57

Execution

  • Project and organizational skill58-61
  • Resource management62-65
  • Risk management66-69
  • Analytical ability70-72
  • Persistence73-75

Adaptability

  • Creativity and innovation76-79
  • Flexibility and change80-82
  • Learning agility83-85
  • Stress tolerance86-89
  • Emotional self-regulation90-92

The 25 competencies, five families of five, with the indicator numbers each one rolls up. Team dynamics are scored separately on 7 dimensions: Trust · Conflict · Voice · Velocity · Roles · Pressure · Learning.

Proof 2 · The artifact

The Alice Report, 15 minutes after the last decision

One excerpt from the sample report, the Leadership family of the Heat Map 25x5. Eight participants, synthetic cohort, labeled sample. Each cell is the number of participants at that level, and every cell links to Moments.

On Growth, the Talent Matrix exports the whole matrix as one row per participant, in Excel and HRIS-ready formats. It sits next to the 360 and the psychometrics you already hold, as the one column they do not have.

Heat Map 25x5 · Leadership

sample · 8 participants
Competency
Absent
Emerging
Working
Strong
Signature
11Adaptive leadership
0
3
3
2
0
12Decision-making and execution
0
0
4
3
1
13Delegation
0
3
4
1
0
14Motivation and initiative
0
1
3
4
0
15Strategic thinking
0
1
4
2
1

Moments · Delegation · Emerging · P1 · 01:14:08 · Amsterdam 1702

“I'll just do this one myself, it's faster.”

Proof 3 · The mechanism

Procurement-ready by design

The list, in the exact wording of the security page. The same nine lines sit on the security page, on the Enterprise pricing card and in the privacy summary, so what Legal reads is what Procurement signs.

  1. 01 No facial recognition. No emotion recognition.
  2. 02 Raw audio deleted within 24 hours unless you opt in.
  3. 03 Encryption in transit and at rest.
  4. 04 Role-based access.
  5. 05 Participants consent before the Room opens.
  6. 06 Decision support, not automated decisions.
  7. 07 GDPR-ready processing.
  8. 08 Data residency EU/US on Enterprise.
  9. 09 SOC 2 Type II in progress.

Posture, for Legal

Alice listens to what people say and do. She does not read faces or infer emotions; workplace emotion recognition is off-limits under the EU AI Act, and Alice does not do it by design. The report is decision support for a human debrief, not an automated decision about anyone. Participants consent before the Room opens.

Objections

Answers for Legal, IT and Finance

The eight things you will be asked between the pilot request and the purchase order, with the answers as the site gives them.

In full on SecuritySciencePricingHow it works

One case · the human-assessed edition, 2024-2025

Meeting time down 40%

2024-2025
It showed us the team's patterns without distortion: who slows the process, who drifts into detail, who takes responsibility. After the debrief we matched the insights to our live work and rebuilt our working agreements in one day.
Former Director of Business Operations Support, HQ of a national top-3 telecom operator

Sessions run in 2024-2025 on the same method with human assessors. Names withheld at the client's request.

What changed

  1. 01Working agreements rebuilt in one day.
  2. 02Within a week: meeting time cut by 40%.
  3. 03Two cases that had been stuck for over a month, closed.

Before Alice listened, two humans did. A human director and two human assessors scored the same 92 indicators by hand, for one team at a time. Alice runs the same instrument for every team, not only the one that got the offsite budget, and hands you the report in 15 minutes.

The next step

Start with one team

Book a pilot session for one team: $2,900, 5-12 participants, 120-180 minutes, the Alice Report included. That is $242-580 per participant, a Gap Card for each of them and a 90-Day Playbook for the team. Pick a date and time, tell us about the team, and a manager replies within one business day. Nothing else is signed until you decide on Growth.

Book a pilot session for one team ($2,900) then decide on Growth
Send the security page to Legal opens a draft in your own mail client

A manager replies within one business day.