The Swedish assessment company is developing a technology platform designed to help organisations make better decisions about people — from recruitment and onboarding to leadership and team development.
As artificial intelligence becomes increasingly embedded in the workplace, HI Assessments is taking a different view of what technology should do for talent management. The Swedish HR technology company argues that AI will not make people less important. Instead, it may amplify the difference between people who can use technology effectively and those who struggle with judgement, adaptability or collaboration.Its answer is a platform combining psychometric science, AI and user-centred technology to provide organisations with a broader understanding of human potential. The company is now expanding internationally, including through its planned launch in Spain, where a locally based entrepreneur will introduce the platform to employers and HR leaders.
More than personality testing
HI’s platform combines three core assessment areas: Big Five Personality, Cognitive Ability (Logic), and the proprietary HI Assessment. The latter focuses on characteristics that HI believes are increasingly important in modern working environments, including resilience, adaptability, intellectual humility, self-awareness and stress-related behaviors. The objective is to move beyond simply describing who a person is. HI aims to help organisations understand how someone may learn, adapt, collaborate and perform when faced with new challenges. The platform can be used throughout the employee lifecycle, including recruitment, onboarding, leadership development, team development and internal mobility.
HI’s platform combines three core assessment areas: Big Five Personality, Cognitive Ability (Logic), and the proprietary HI Assessment. The latter focuses on characteristics that HI believes are increasingly important in modern working environments, including resilience, adaptability, intellectual humility, self-awareness and stress-related behaviors. The objective is to move beyond simply describing who a person is. HI aims to help organisations understand how someone may learn, adapt, collaborate and perform when faced with new challenges. The platform can be used throughout the employee lifecycle, including recruitment, onboarding, leadership development, team development and internal mobility.
Science at the core
Psychometric science is central to the company’s proposition. HI’s psychometric work is led by Petri Kajonius, Associate Professor of Personality Psychology, and the company brings together psychologists, psychometricians, technology specialists, AI experts and product professionals. HI says its assessment tools are built according to modern psychometric standards and that its occupational assessment tools are DNV certified. Digital technology then makes the science easier to use. HI says its assessments typically take around 10–12 minutes, with adaptive testing adjusting to candidate responses and results becoming available quickly. The platform also integrates with applicant-tracking systems, allowing assessments to become part of existing recruitment workflows.
Psychometric science is central to the company’s proposition. HI’s psychometric work is led by Petri Kajonius, Associate Professor of Personality Psychology, and the company brings together psychologists, psychometricians, technology specialists, AI experts and product professionals. HI says its assessment tools are built according to modern psychometric standards and that its occupational assessment tools are DNV certified. Digital technology then makes the science easier to use. HI says its assessments typically take around 10–12 minutes, with adaptive testing adjusting to candidate responses and results becoming available quickly. The platform also integrates with applicant-tracking systems, allowing assessments to become part of existing recruitment workflows.
AI that supports human judgement
AI is used within HI’s platform to make assessment results easier to interpret and turn into practical insights. But the company does not position AI as a replacement for professional judgement. Instead, the philosophy is that technology should provide better information while people remain responsible for consequential decisions. This is particularly relevant in recruitment, where assessment technology can influence people’s careers. HI’s broader proposition is captured in its formula: “Science + AI + Heart.” Science provides the foundation; AI and technology make insights scalable and accessible; and the human element recognises that assessment ultimately concerns people, not simply data.
AI is used within HI’s platform to make assessment results easier to interpret and turn into practical insights. But the company does not position AI as a replacement for professional judgement. Instead, the philosophy is that technology should provide better information while people remain responsible for consequential decisions. This is particularly relevant in recruitment, where assessment technology can influence people’s careers. HI’s broader proposition is captured in its formula: “Science + AI + Heart.” Science provides the foundation; AI and technology make insights scalable and accessible; and the human element recognises that assessment ultimately concerns people, not simply data.
A more human assessment experience
HI also sees candidate experience as an important part of assessment technology. Traditional assessments can sometimes feel static or impersonal. HI aims to make the experience more engaging and transparent, while giving candidates opportunities to add context and validate aspects of their results. For employers, this matters because assessment is increasingly part of the overall candidate experience and employer brand. HI also wants assessment insights to remain useful after a hiring decision. Information about a person’s strengths and development areas can potentially support onboarding, leadership development and team work rather than disappearing after recruitment.
HI also sees candidate experience as an important part of assessment technology. Traditional assessments can sometimes feel static or impersonal. HI aims to make the experience more engaging and transparent, while giving candidates opportunities to add context and validate aspects of their results. For employers, this matters because assessment is increasingly part of the overall candidate experience and employer brand. HI also wants assessment insights to remain useful after a hiring decision. Information about a person’s strengths and development areas can potentially support onboarding, leadership development and team work rather than disappearing after recruitment.
Technology entering Spain
This approach will now be introduced to the Spanish market as part of HI’s international expansion. The company is recruiting a Spanish Country Founder who will build relationships with HR leaders, Talent Acquisition professionals and enterprise organisations while establishing a local team. For Spanish customers, the proposition is therefore a combination of international assessment technology and local market expertise. The platform provides the technology, scientific methodology and infrastructure, while the local operation is intended to provide the relationships and understanding needed to make the solution relevant to Spanish organisations.
This approach will now be introduced to the Spanish market as part of HI’s international expansion. The company is recruiting a Spanish Country Founder who will build relationships with HR leaders, Talent Acquisition professionals and enterprise organisations while establishing a local team. For Spanish customers, the proposition is therefore a combination of international assessment technology and local market expertise. The platform provides the technology, scientific methodology and infrastructure, while the local operation is intended to provide the relationships and understanding needed to make the solution relevant to Spanish organisations.
Designed for a changing workplace
HI’s proposition reflects a wider transformation in HR technology. As AI automates more routine tasks and gives employees access to increasingly powerful tools, qualities such as learning ability, adaptability, judgement and collaboration may become more important in determining organizational performance. That is why HI describes its focus as Human Intelligence. The company’s ambition is not to replace human understanding with technology, but to use technology and science to make that understanding more structured, accessible and actionable. For organisations navigating an increasingly AI-driven workplace, HI’s proposition is ultimately straightforward: technology can provide greater power, but competitive advantage still depends on the people who use it. That is the space HI Assessments is seeking to occupy — at the intersection of psychometric science, artificial intelligence and a more human approach to understanding talent.
HI’s proposition reflects a wider transformation in HR technology. As AI automates more routine tasks and gives employees access to increasingly powerful tools, qualities such as learning ability, adaptability, judgement and collaboration may become more important in determining organizational performance. That is why HI describes its focus as Human Intelligence. The company’s ambition is not to replace human understanding with technology, but to use technology and science to make that understanding more structured, accessible and actionable. For organisations navigating an increasingly AI-driven workplace, HI’s proposition is ultimately straightforward: technology can provide greater power, but competitive advantage still depends on the people who use it. That is the space HI Assessments is seeking to occupy — at the intersection of psychometric science, artificial intelligence and a more human approach to understanding talent.
