PEATS has analysed 40+ vendors and 100+ online-assessment-tools – so you don’t have to.

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The world's first AI advisor for assessment tool selection. No ChatGPT. No guessing. A RAG system — trained on 100+ tools and 15 years of expertise.

Not sure exactly which tool you need, or want to think through your case first? Peaty asks the right questions, thinks it through with you, and delivers orientation and a structured recommendation – a thinking partner, available anytime, cancel anytime.

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PEATS Guide — €49 one-time

You know your situation and want to understand which online-assessment-tools and vendors genuinely fit – whether you're deciding yourself or advising smaller companies. The Guide delivers a structured, independent overview with everything you need for the next step: to share, present, or convince stakeholders internally. Built on the PEATS database – 100+ tools analysed.

Your Project

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You don't want to work through the online-assessment market yourself. Whether you already have a competency model or an urgent challenge for which we identify the right tools first – we take on the entire selection for you: with a weighted coverage matrix, scientific quality assessment and SWOT analysis per vendor, anonymous pricing requests, and a colour-coded Excel deliverable with executive summary for internal stakeholders.

Candidate Selection & Team Diagnostics During a Scaling Phase

FinTech startup — 170 employees

A startup that had doubled in size within a year received 3,500 applications annually – on several occasions, candidates were hired who turned out different from how they presented themselves. They needed a tool to expose deception attempts, plus a second component for team development, since an existing team was deeply divided.

PEATS compared three vendors with different areas of focus.

• Focus on fake-resistant dark triad diagnostics – narcissism and Machiavellianism needed to become visible in the selection process.
• A second component for a divided team – ranging from organisational diagnostics to individual coaching, designed as a company-wide rather than individual measure.

Leadership Potential Assessment for a Global Logistics Group

Logistics & freight transport — 80,000+ employees

For a regional talent programme with 150 candidates, a strengths-based tool was needed to measure leadership potential and personality – deliberately leaner than the tool already in use internally.

PEATS compared ten online-assessment-tools from different vendors for fit against the requirements.

• Ten leadership potential tools compared – ranging from competency-based tools to values and personality diagnostics.
• Explicit requirement: "leaner" than the existing tool – without losing power to assess leadership potential and digital transformation readiness.

Requirements Profile for a Direct Placement Agency

Recruitment agency — 10–15 employees

They needed a potential assessment for their own hiring – with twelve desired traits ranging from self-reflection to sales acumen, but without a clear requirements framework.

PEATS translated the traits into a testable profile and recommended a DIN 33430-compliant tool that covers personality, motives, and competencies in one instrument.

• Twelve individual desired traits condensed into one measurable requirements profile – rather than searching for a matching test for each trait individually.
• Recommended a DIN 33430-compliant tool that measures personality, motives, and competencies in a single instrument.

Tool Coverage Analysis for a European Entertainment Group

Events industry — 5,600+ employees

For a high-potential programme with 60 candidates, they needed tools to identify talent for specialist and leadership levels.

PEATS compared all vendors on competency fit, cost, and feedback quality.

• A complete cost and fit comparison for the high-potential programme – with clear prioritisation depending on the goal: maximum precision, international standardisation, or budget.
• Two equally strong top recommendations with a clear rationale – depending on whether precise role fit or established, norm-based benchmarks matter more.

Leadership Diagnostics Architecture for a Global FMCG Group

Food & agriculture conglomerate — 20,000+ employees

The client had a multi-layered leadership framework with 33 criteria – behavioural competencies, functional skills, leadership principles, and company values. The question: which tools actually measure what the framework defines?

PEATS compared all seven vendors on competency fit, cost, and feedback quality.

• A complete cost and fit comparison across all vendors – with a clear decision rule depending on priority: maximum coverage, best value for money, or international standard.
• The most important insight came before the tool choice – the client's own competency model was too vaguely defined to compare tools cleanly. Recommendation: sharpen it first, then decide.

Apprentice Selection and Employer Branding for a Real Estate Company

Real estate industry — 600+ employees

They needed an online assessment for cognitive ability in apprentice selection across 7 advertised training positions – plus a second tool that works as a self-assessment on the careers page to strengthen employer branding and boost applications for harder-to-fill roles.

PEATS compared three specialised vendors for both goals.

• Two goals combined in one vendor comparison – aptitude diagnostics for selection and self-assessment for employer branding.
• Three vendors with different focus areas compared – from pure cognitive testing to gamified self-assessments.

Self- and Other-Perception Workshop for a Consulting Firm

Technology & process consulting — 90 employees

For leaders and lead consultants, they needed a reflection workshop on self- and other-perception – scientifically grounded rather than "esoteric," practically relevant rather than game-based, with a budget of up to €4,000.

PEATS compared three personality tools with a matching workshop concept.

• Translated concrete feedback from a previous workshop into the vendor selection – more scientific depth, fewer game elements.
• Compared three personality tools with a workshop concept – ranging from typology-based to values- and behaviour-based models.

Digitising the Development Centre for a Big Four Firm

Audit & advisory — 14,000+ employees

A paper-based observation and rating process for a development centre used by around 250 people a year needed to be digitised – nine competencies across eight exercises, automated consolidation of multiple observer ratings, individual result reports.

PEATS translated the existing paper process into a testable requirements profile for tool selection.

• Nine competencies mapped across eight exercises – each competency captured in at least two different exercises.
• Translated a paper process into a digital requirements profile – including automated consolidation of multiple observer ratings per candidate.

Cultural Fit Diagnostics for a Tech Startup

IoT/tech startup — 170+ employees

For selecting specialists and managers, they needed a potential assessment focused on cultural fit – values, inner attitude, and mindset were meant to count more than pure technical competence, to avoid hiring mistakes.

PEATS compared two personality tools with different approaches to values and personality.

• Compared two tools with different approaches to values and personality – ranging from Big Five-based diagnostics to values-based deep analysis.
• Left the decision open between using it as a service or getting certified in-house – PEATS built both options into the evaluation.

Selection Process for a Graduate Programme

Automotive industry — 670,000+ employees

For the third cohort of a two-year qualification programme, a two-stage online testing process was put out to tender – 2,500 online home tests, 600 in-person on-site tests, and 100 programme places, for internal and external candidates alike, with no degree required.

PEATS translated the requirements into a testable vendor profile.

• Two-stage process evaluated with a clear traffic-light logic against a benchmark group – test quality for each component was a mandatory part of every proposal.
• Anonymised, GDPR-compliant data interface as a requirement – only IDs, no real names exchanged with the vendor.