• P2 Early Potential Identification — Who Can Learn to Lead?
• Anbieter und Tools in diesem Guide
• Inhaltsangabe
• 1. Überblick des Assessment-Anbieters
• 1.1 Aon (cut.e/Assessments)
• 1.2 Aivy
• 1.3 Assessio
• 1.4 Ixly B.V.
• 1.5 SHL
• 1.6 Thomas International
• 1.7 Zortify
• 2. Assessment-Kategorien
• 2.1 Cognitive Capacity & Complex Reasoning
• Praxisbeispiel: From Grades to Genuine Potential
• Praxisbeispiel: Beyond Billable Hours
• 2.2 Learning Agility & Development Velocity
• Praxisbeispiel: The Silent High Potential
• Praxisbeispiel: From Crisis to Confidence
• 2.3 Personality Traits Predicting Leadership Potential
• Praxisbeispiel: The Invisible High Potential
• Praxisbeispiel: Growth States vs. Static Traits
• 3. Technische Umsetzung & Compliance
• 3.1 Übersicht technische Umsetzung
• 3.2 Compliance & Integration
• 4. SCIENTIFIC
• 4.1 Scientific Quality Comparison
• 4.2. Glossary of Scientific Dimensions
• 5. Copyright & License Notice – Legal Action Reserved

This section introduces the assessment providers featured in this guide. For each provider, we outline their organizational background, areas of specialization, and technical setup — giving you context for their market positioning and helping you understand their strengths beyond the tools themselves.

Matrigma von Assessio

Matrigma von Assessio measures general mental ability (GMA) and fluid intelligence — the capacity to solve novel problems without relying on prior knowledge or experience. The instrument assesses a single core cognitive dimension, the g-factor, manifesting through:

• Logical Reasoning (identifying relationships between abstract concepts and drawing valid conclusions),
• Pattern Recognition (detecting systematic regularities in geometric arrangements and predicting continuations), Spatial Visualization (mentally manipulating objects and understanding spatial relationships),
• Rule Identification (discovering underlying principles governing sequences — motion, construction, frequency, addition/subtraction, rotation), and Abstract Problem-Solving (solving unfamiliar problems through pure reasoning without domain knowledge).

Measurement employs 3x3 geometric matrix puzzles where candidates identify missing patterns; the adaptive version dynamically adjusts item difficulty using Item Response Theory (12 minutes, max 40 items) while the classic version presents 35 progressively harder items over 40 minutes, both yielding C-scores (0–10 scale) benchmarked against working adult populations.

Matrigma's culture-fair, language-free design suits early-stage screening in diverse candidate pools, selection for complex roles where cognitive capacity predicts performance, international recruitment requiring bias-minimized assessment, and combination with personality measures like MAP for comprehensive job performance prediction.

Scouts (Pathfinder) von Aivy

Scouts (Pathfinder) von Aivy measures cognitive abilities through a gamified mini-game ecosystem combining problem-solving, memory, and reasoning tasks optimized for mobile-first Gen Z candidate engagement. The instrument captures six cognitive ability dimensions through separate 2–3 minute mini-games: Pathfinder (problem-solving through combined parkour and puzzle navigation requiring strategic path-finding and spatial reasoning), Impostor (planning ability based on Tower of London Test requiring careful move sequencing measuring executive function), Verbal reasoning through analogy recognition between word pairs, Short-term memory capacity using modified Erikson Backley Test, Behavioral control and selective perception measuring impulse control and attention filtering, and Working memory and recognition ability using n-Back Test variant. Measurement employs modular rapid-response format where clients select relevant mini-games per role (typical deployment 9–15 minutes, full battery under 27 minutes); DIN 33430 compliant requiring no certification. Scouts suits entry-level and apprentice screening requiring efficient high-volume assessment, young professional recruitment prioritizing candidate experience, and employer branding initiatives emphasizing innovative assessment approaches.

Scales by Aon

Scales by Aon assesses cognitive abilities through a comprehensive test battery comprising more than 60 different individual tests measuring five primary cognitive categories: Numerical Abilities (financial, consumer, industrial, and administrative reasoning variants; calculation skills), Verbal Abilities (logical deduction from complex texts; verbal reasoning across multiple business contexts; understanding simple instructions), Abstract-Logical Abilities (inductive reasoning through pattern recognition; deductive reasoning via cause-and-effect relationships), Special Knowledge/Skills (language proficiency in 40+ languages; applied mathematics; mechanical comprehension), and Specialized Cognitive Abilities (concentration, short-term memory, working memory, spatial reasoning, multitasking, reaction time, learning performance, visual memory). Measurement uses runtime item generators creating unique items from extensive pools for each test administration, ensuring extreme resistance to forgery even in unsupervised online testing. An innovative tab-based navigation format simulates realistic business tasks. Evaluation provides T-scores, percentiles, raw scores, and a processing style matrix (speed × accuracy). Scales suits graduate programs with multi-domain profiling, volume recruitment with role-specific thresholds, and international hiring through 40+ language versions.

Verify G+ von SHL

Verify G+ von SHL measures cognitive abilities across multiple reasoning domains to predict learning capacity, problem-solving effectiveness, and job performance potential in knowledge-intensive roles. The instrument provides a modular suite of six ability tests: Verbal Reasoning (analyzing/interpreting written communications, document analysis, presentation preparation), Inductive Reasoning (identifying patterns/sequences, conceptualizing new approaches, solving novel/ambiguous problems), Numerical Reasoning (interpreting quantitative data, analyzing budgets/costs/margins/trends, conducting statistical analyses), Mechanical Reasoning (understanding mechanical principles, applying technical knowledge), Calculation (computing mathematical operations, verifying numerical accuracy), and Checking (detecting errors in visual data, verifying data entry accuracy, maintaining precise records). Measurement employs adaptive online testing with timed multiple-choice questions typically completing in 18–20 minutes per module; adaptive algorithms adjust item difficulty based on performance producing norm-referenced percentile scores compared against relevant occupational benchmarks. Verify G+ suits high-volume graduate recruitment, professional role selection where analytical reasoning predicts performance, and integrated talent assessment batteries combining cognitive ability with personality measures.

Thomas International

GIA (General Intelligence Assessment) von Thomas International measures general cognitive ability and learning potential across multiple reasoning domains predicting trainability, problem-solving capacity, and job performance. The instrument captures five cognitive ability areas through separate timed subtests: Reasoning (problem-solving ability using logical thinking to identify patterns and draw conclusions), Perceptual Speed (speed and accuracy of information processing, attention to detail in identifying differences or matching items quickly), Number Speed and Accuracy (numerical computation speed and quantitative accuracy performing basic arithmetic operations rapidly), Word Meaning (vocabulary and verbal comprehension understanding language and word relationships), and Spatial Visualization (visual-spatial reasoning involving mental manipulation of objects and understanding spatial relationships). Measurement employs approximately 30–40 minute total assessment using adaptive difficulty; scoring produces subtest-specific scores plus composite Overall GIA score norm-referenced against relevant populations. GIA suits graduate recruitment requiring efficient cognitive screening predicting learning speed, promotion assessment evaluating readiness for increased cognitive demands, and integrated talent assessment combining cognitive ability with behavioral style.

They implemented Matrigma from Assessio as an early screening instrument that measures fluid intelligence through non-verbal geometric matrix tasks — the ability to solve completely novel problems without prior knowledge by recognizing patterns, identifying rules like motion, construction, frequency, or rotation, and performing spatial visualizations.

The culture-fair, language-free approach ensured that candidates could demonstrate their pure cognitive capacity regardless of educational background or native language. In the first cohort, three apprentices with average grades but exceptionally strong pattern recognition and abstract problem-solving abilities stood out — they understood complex chemical processes more intuitively and quickly than peers with top grades because they independently made connections rather than simply reproducing learned material.

Some newly promoted project leaders stumbled as soon as tasks were no longer clearly structured, while other consultants standing in the shadows showed potential that no one had recognized. The firm integrated Aon Scales into its annual talent review — a modular cognitive assessment that measures numerical reasoning through analysis of complex financial data in tables and charts, captures verbal reasoning through logical conclusions from multi-page business texts, and tests abstract-logical reasoning via inductive pattern recognition and deductive cause-effect relationships. Particularly revealing was the tab-based navigation format that simulated real consulting situations: candidates had to locate, connect, and analyze relevant information across multiple data sources — Income, Costs, Strategy, Market — exactly as in real client projects.

AMA (Agile Mindset Assessment) von Ixly

AMA (Agile Mindset Assessment) von Ixly measures agile mindset and change readiness through composite assessment combining personality traits and work motivators across three core pillars: Power (energy and drive for change — Vitality, Perseverance through difficulties, Self-Confidence in own abilities, Optimistic outlook, Stress resilience), Change (openness to change — Drive to innovate, Willingness to take risks, Unconventional thinking, Need for variation, Creative idea generation), and Growth (personal development orientation — Continuous learning drive, Acquiring new competencies, Achievement orientation, Seeking stretch goals, Taking initiative). Measurement employs composite scoring derived from ADAP personality assessment and AKF career values questionnaire, producing fifteen sub-dimension scores plus three pillar aggregate scores on Sten scale benchmarked against general working population. The framework categorizes individuals on Rogers' Diffusion of Innovations spectrum — from Innovators who initiate change enthusiastically, through Early Adopters who embrace change, Early Majority who remain positive but cautious, Late Majority who follow critically, to Laggards who resist strongly. AMA suits leadership pipeline development requiring identification of change agents and transformation champions, organizational restructuring contexts needing assessment of adaptation readiness across incumbent leaders, succession planning prioritizing learning agility over current performance, and high-growth company scaling requiring rapid skill acquisition and role evolution.

They implemented Ixly's AMA to measure agile mindset before promotion decisions, focusing on three distinct dimensions that traditional performance reviews never captured. The assessment measured Power — whether candidates possessed the energy, perseverance, and resilience to drive through the messy, draining challenges of first-time leadership where clear answers don't exist; Change — whether they demonstrated genuine openness to new approaches, willingness to experiment and fail, and drive to innovate rather than optimize existing patterns; and Growth — whether they showed authentic continuous learning orientation, actively sought stretch assignments, and took initiative without waiting for permission.

The assessment revealed three distinct profiles that cut across previous performance ratings. The Power dimension identified leaders with genuine resilience and sustained energy for prolonged ambiguity versus those already showing stress cracks, declining optimism, and exhaustion from fighting change. The Change pillar exposed who possessed authentic openness to experimenting with unfamiliar approaches versus leaders who intellectually accepted change but emotionally resisted it. The Growth dimension distinguished leaders genuinely motivated by continuous learning and stretch challenges from those who'd plateaued, showing limited development drive and minimal initiative without clear direction.

Self-knowledge (Eigenerkenntnis) by Aivy

Self-knowledge (Eigenerkenntnis) by Aivy measures personality traits, vocational interests, and self-awareness through rapid-response gamified assessment optimized for efficient high-volume screening and Gen Z candidate engagement. The instrument captures: Big Five Personality (Openness to new experiences, Conscientiousness, Extraversion, Agreeableness, Emotional Stability), RIASEC Vocational Interests (6 dimensions: Realistic — hands-on technical work preference; Investigative — research-oriented task interest; Artistic — creative activity attraction; Social — caregiving/teaching role affinity; Enterprising — leadership/sales position appeal; Conventional — organizing/administrative function preference), Value Orientation (4 dimensions: Focus on independence vs. collaboration, flexibility vs. stability, benefits for others vs. self-interest, principles vs. pure pragmatism), and Self-Reflection Indicators measuring reflection capacity. Measurement employs approximately 2–3 minute rapid-response forced-choice format presenting binary adjective pairs; speed reduces deliberate faking; mobile-first gamified interface reduces test anxiety increasing completion rates; DIN 33430 compliant requiring no certification. Self-knowledge suits entry-level and apprentice screening with vocational fit filtering, young professional recruitment requiring personality plus interests profiling, and Gen Z talent attraction prioritizing engaging user experience.

HPTI by Thomas International

HPTI (High Potential Trait Indicator) by Thomas International measures personality traits associated with high potential and leadership capacity identifying individuals likely to succeed in senior roles and handle increased responsibility. The instrument captures six core traits predicting leadership readiness: Conscientiousness (self-discipline, organization, reliability, follow-through on commitments), Adjustment (emotional resilience, stress tolerance, optimism, ability to remain composed under pressure), Curiosity (inquisitiveness, openness to learning, intellectual engagement, desire to understand underlying principles), Risk Approach (courage to take calculated risks, comfort with uncertainty, boldness in decision-making despite incomplete information), Ambiguity Acceptance (comfort with complexity, tolerance for unclear situations, flexibility in thinking when facing novel challenges), and Competitiveness (drive to excel, performance orientation, winning mindset, motivation to outperform others). Measurement employs approximately 10-minute self-report questionnaire using Likert-scale items; scoring uses optimal range methodology recognizing that extremely high or low scores on any trait can indicate potential derailers, producing norm-referenced profiles compared against high-performer populations with flagging of scores outside optimal ranges requiring development attention. HPTI suits succession planning identifying high-potential employees ready for leadership pipeline, talent identification for accelerated development programs, graduate recruitment predicting long-term leadership capacity beyond current performance, and development planning targeting specific trait gaps.

zortifyGROW von Zortify

zortifyGROW von Zortify measures personality traits, entrepreneurial capital states, and counterproductive behavioral tendencies for leadership development providing strengths-based growth roadmaps with bias detection. The instrument captures three interconnected dimensions: Big Five Personality Traits (Extraversion, Agreeableness, Conscientiousness, Emotional Stability, Openness to Experience with subfacets), Entrepreneurial Capital States (Optimism — positive future outlook, opportunity recognition; Resilience — recovery from setbacks, perseverance; Self-efficacy — belief in own capabilities, execution confidence; Agility mindset — adaptability, comfort with ambiguity, pivot readiness), and Counterproductive Behavioral Tendencies (Self-centeredness — ego-driven behavior, lack of empathy; Strategic manipulation — instrumental relationships, hidden agendas; Excitement-seeking — impulsivity, risk-taking without consideration). Measurement employs 30–45 minute hybrid assessment combining Likert 6-point scale items with NLP-analyzed open-text prompts; dual-layer methodology compares self-perception against NLP-based external evaluation detecting bias through discrepancy patterns; scoring produces percentile benchmarks against European reference populations generating strengths-risks-actions mapping with growth levers dashboard and progress tracking for longitudinal development monitoring. zortifyGROW suits leadership development programs, high-potential identification, coaching contexts, succession planning, and organizational capability building.

Meanwhile, quieter team members who'd never lobbied for advancement often showed natural coaching instincts, curiosity about systemic improvements, and calm resilience when deals fell through, but remained invisible in promotion conversations dominated by quarterly metrics. The company deployed Thomas International's HPTI across their junior sales and account management population to measure traits predicting long-term leadership capacity independent of current sales performance. The assessment captured six critical dimensions: Conscientiousness measuring self-discipline, organization, and follow-through on commitments beyond immediate targets; Adjustment evaluating emotional resilience and stress tolerance under sustained pressure; Curiosity assessing genuine inquisitiveness, openness to learning from failure, and intellectual engagement with complex problems; Risk Approach measuring courage to take calculated risks and comfort with uncertainty; Ambiguity Acceptance capturing tolerance for complexity and flexibility in thinking when established playbooks don't apply; and Competitiveness distinguishing healthy drive to excel from toxic winning-at-all-costs patterns.

t they could become. The hybrid assessment combined traditional personality measurement with entrepreneurial capital states and counterproductive tendency screening. The Big Five foundation captured stable traits: Conscientiousness showing self-discipline and planning capacity, Emotional Stability revealing stress resilience and composure, Openness to Experience indicating innovation readiness and learning agility. But the Entrepreneurial Capital dimensions revealed dynamic growth-oriented dispositions that traditional personality tools missed: Optimism measuring positive future outlook and opportunity recognition even during setbacks, Resilience assessing recovery capacity from failure and perseverance through obstacles, Self-efficacy capturing belief in own capabilities and execution confidence when facing novel challenges, and Agility mindset evaluating adaptability, comfort with ambiguity, and readiness to pivot approaches when initial strategies failed.

Assessio

GDPR-compliant with EU-based servers. Online platform with integrated personality and ability testing. HRIS and ATS compatible. SaaS licensing model with per-assessment pricing. Strong Nordic validation with predictive validity for potential identification. Item pool technology for test security enables adaptive formats.

Aivy

GDPR-compliant with ISO 27001-certified servers in Germany. Mobile app for iOS and Android with web interface. DIN 33430-compliant psychometric properties. SaaS with freemium option. Limited API connectivity with manual CSV export for ATS integration. Engagement analytics dashboard tracks completion rates, time-on-task, and dropout points. Mobile-first architecture requires smartphone or tablet though desktop also supported.

Aon

GDPR-compliant with Hamburg operations for EU clients. Aon Assessment Platform offers self-service with automated reporting or consultant-mediated for complex implementations. API integration with major ATS platforms including Workday, SuccessFactors, and Cornerstone enables seamless candidate workflow. Mobile-responsive design supports smartphone completion. Validated in over 40 languages with cultural adaptation studies. Adaptive testing engine uses Item Response Theory optimizing precision while minimizing testing time. Flexible deployment models support per-assessment, subscription, or enterprise licensing.

Ixly

GDPR-compliant with Utrecht hosting. Ixly Assessment Portal emphasizes open ecosystem philosophy enabling API connectivity with existing talent management systems. Self-service option available though practitioner support recommended for interpretation quality. Integration across Ixly suite including AMA agility, ADAP personality, AKF career values, and AKT cognitive ability for comprehensive early-career profiling. Validated in Dutch, English, German, and French. Subscription or per-assessment pricing models. Netherlands and DACH market focus with expanding European presence.

SHL

GDPR-compliant, ISO 10667-certified, BPS-compliant. SHL Talent Central platform with API and HRIS integration plus verification technology. Proctoring options include unproctored for screening, remote proctored with AI monitoring plus human review, and supervised test center administration. Verification technology compares unproctored versus proctored scores flagging discrepancies indicating potential integrity issues. Validated in over 40 languages with cultural adaptation. Adaptive IRT-based scoring provides precise measurement across ability spectrum.

Thomas International

GDPR-compliant, ISO 10667-certified, BPS-compliant. Thomas Perform portal with API and HRIS connectivity. Practitioner training model ensures interpretation quality across thousands of certified users globally. Validated in over 50 languages. Integration across Thomas ecosystem including PPA behavioral, GIA cognitive, HPTI potential, and TEIQue emotional intelligence for multi-dimensional early-career profiling. GIA requires longer completion time compared to competitors but provides five-dimensional trainability profile. HPTI rapid deployment suitable for high-volume screening. Subscription or per-assessment pricing.

This table summarizes the scientific quality of assessment tools.

It highlights core psychometric standards recognized internationally – reliability, validity, objectivity, fairness, and transparency – and complements them with practical factors relevant for HR and leadership diagnostics: interview guides, benchmarks, response formats, and certification requirements.

The aim is to provide a clear, comparable view of how well different providers meet professional and scientific standards.

5. Copyright & License Notice – Legal Action Reserved

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Last updated: February 2026