From AI access to operational AI.
Team enablement, connected systems, and venture workflows that save 10–20 hours every week.
Tyrza NanlohijOperations Lead
Read case studyAI readiness assessment for your company
Find where AI can have the biggest business impact.
We learn how your company works, then identify where AI can save time, reduce cost, or improve the result. You receive a ranked shortlist based on expected impact and effort.
Employee conversations · recommendations in 14 days · ranked by impact and effort
How it works
We learn the company, then find the best place to start.
The first three steps produce the assessment and recommendations. Implementation is a separate choice.
- 01
We learn how your company works
Selected employees show us where time and effort go today.
- 02
We review opportunities with you
Together, we test what fits your goals and constraints.
- 03
You get ranked recommendations
Ordered by expected impact, effort, and speed to value.
- 04
Implementation, if wanted
After day 14, we can help put the chosen solution in place.
Assessment and recommendations completed in 14 days
Why the assessment
The best AI opportunity depends on how your company works.
We have worked with many companies, and each one runs differently. We learn your work and constraints before recommending where AI can create the biggest impact and a credible path to a positive return on investment.
The result is a shortlist ranked by impact, effort, and speed to value.
Your report
See where AI can have the biggest impact.
The report shows readiness and team differences. In the review, we compare opportunities by expected business impact and effort so you can choose where to invest.
Sample company report
Acme GmbH · 14 employee conversations
High attitude, low ability
Based on 14 employee conversations. The score shows how people describe the work today; it does not score individual employees.
- Company score
- 64
- Working target
- 70
5/5 dimensions
14 perspectives
How the teams compare
A team appears after three people have taken part. Darker blue means the practice is used more often. A dash means we do not have enough information.
| Awareness | Attitude | Adoption | Ability | Ambition | Score | |
|---|---|---|---|---|---|---|
| Organisation14 perspectives | 72 | 73 | 67 | 45 | 61 | 64 |
| Finance3 perspectives | 57 | 65 | 59 | 42 | 47 | 54 |
| LeadershipFewer than 3 perspectives | — | — | — | — | — | — |
| Marketing3 perspectives | 80 | 75 | 68 | 42 | 66 | 66 |
| Operations3 perspectives | 43 | 48 | 51 | 22 | 36 | 40 |
| Sales3 perspectives | 90 | 90 | 83 | 61 | 74 | 80 |
Not in regular useUsed in regular work
Where the company is ready, and where it needs work
High attitude, low ability. The dashed line shows the level needed for repeatable use.
| Dimension | Score |
|---|---|
| Awareness | 72 |
| Attitude | 73 |
| Adoption | 67 |
| Ability | 45 |
| Ambition | 61 |
This companyWorking target
- Awareness72
Do people know what AI can do in their own job, not only in general?
- Attitude73
Do people trust it enough to rely on it, with judgment about what to check?
- Adoption67
Are people using AI regularly in real work?
- Ability45
How advanced is their reported use, from one-off prompting to repeatable and automated work?
- Ambition61
How far can people see beyond current use toward a better way of working?
The same two shapes per team
- FinanceAbility is 28 below target
- MarketingAbility is 28 below target
- OperationsAbility is 48 below target
- SalesAbility is 9 below target
What to improve first
The three areas with the most room for improvement, shown in priority order.
- 1 · Ability25 below target
Build repeatable working methods
Move beyond isolated prompts: package the context, steps, checks, and recovery path for one useful workflow.
45 of 70 - 2 · Ambition9 below target
Make the next opportunity buildable
Take one valuable idea and define the workflow, owner, systems, guardrails, and smallest credible next step.
61 of 70 - 3 · Adoption3 below target
Move one real workflow into regular use
Choose one recurring task, give it an owner, and follow whether the new practice is actually used week after week.
67 of 70
This is the real report format with example data. Your report is based on your company and the work your employees describe.
Customer stories
See what changed for real teams.
Read case study
Nyra Health upskills engineers without lowering the product bar.
Read case study
TimeTac built its own automations and put 54 of them on schedule.
Read case study
Speedinvest moves from AI access toward operational AI.
Safe for employees
Your team can speak openly about the work.
Private conversations
Each employee speaks one-to-one, without a manager or group listening.
Shared as a team view
We only show a team result when at least three people are represented.
No employee scoring
We assess how work gets done. We do not rank people or judge their performance.
Talk through your situation
Tell us what you want to improve.
We will ask a few questions and suggest which employees should take part. You approve the plan before we contact anyone.
- No account or payment required to ask about an assessment
- No participant is contacted until you approve the plan
- You decide whether you want implementation help afterward
Ask about a company assessment
We will use this to understand your situation and contact you. Nothing starts until you approve it.
Questions
What leaders usually ask first.
Does everyone in the company need to participate?
No. We agree on a small group that represents the work you want to improve. This usually includes a leader, a team lead, and employees who do the work each week.
Will leaders see what an individual said?
We report shared team findings, not employee performance. We only show a team result when at least three people are represented, and names can be left out.
How is this different from an employee survey?
Employees describe recent examples of their work in a private conversation. We can ask follow-up questions and understand why a problem happens, instead of giving you an average survey score.
How long does it take?
Each participant needs about 20–25 minutes. Interviews happen privately whenever convenient, so there is no workshop to coordinate across the whole company.
What happens after we request one?
We contact you to understand what you want to improve and suggest who should take part. You approve the plan before we contact any employees or start any paid work.
Do we have to use Supercenter for implementation?
No. The assessment and recommendations stand on their own. You can implement them with your team or another partner. If you want our help, we can plan and deliver the work with you.
How do you decide what to recommend?
We look at the time a process takes, how often it happens, the information available, and the risk of getting it wrong. We then rank opportunities by expected impact and effort, with a focus on the strongest path to a positive return.