Sized to the role,
not the budget line.
A graduate hire and a new director shouldn't sit the same test. The three packages differ in how many scenarios a participant goes through and how deep the reporting goes. Each one can be adjusted to fit your competency framework.
| Package | PrimeFoundational | PrincipalComprehensive | PremiumAll-inclusive |
|---|---|---|---|
| Built for | Specialists, young talent, graduate programmes | Mid-level managers | Directors and executives |
| VR experiences | 41 cognitive, 3 socio-emotional | 62 cognitive, 4 socio-emotional | 125 cognitive, 7 socio-emotional |
| Cognitive | 2 domains · 4 subdomains · 11 metrics | 5 domains · 10 subdomains · 26 metrics | 7 domains · 17 subdomains · 47 metrics |
| Socio-emotional | 7 domains · 16 subdomains · 55 metrics | 9 domains · 21 subdomains · 73 metrics | 10 domains · 24 subdomains · 80 metrics |
| Reports | Individual report | Individual report Expert review and SARF report on request |
Individual report, expert review, SARF report, leadership styles indicator |
| Time in headset | 60 min | 120 min | 260 min, split across sessions |
All packages can be tailored. Reports marked "on request" are priced separately. For pricing, write to [email protected].
The SARF model.
Individual results roll up into a company executive report built on four pillars. SARF shows how competencies are spread across departments and job groups, where the organisation is strong and where it is exposed. It is built for strategic hiring and talent-management decisions.
Salutogenics
The cognitive and emotional health of the organisation: the base that turns competency into performance.
- Attention
- Mental operation performance
- Information processing
- Emotional stamina
Assertiveness
The social side of the company and how it manages relationships with its stakeholders.
- Fluid reasoning
- Unconventional solution approach
- Business acumen
- Network building
- Embracing diversity & inclusion
- Conflict management
Resilience
How the company reacts emotionally in volatile conditions and whether it keeps to its goals.
- Cognitive load management
- Coping with ambiguity
- Empathy
- Tenacity
- Positive mindset
Flexibility
Fast decisions when the situation changes, and quick response to new ways of working.
- Tech savvy / digital dexterity
- Nimble learning
- Sense of urgency
How an engagement usually goes.
We start by mapping the package domains to the competencies your organisation already uses, so results arrive in your existing language.
Then we schedule sessions, at your office with our headsets and coordinator or with a team you nominate. Participants receive their reports once sessions close, and we hold a read-out with HR and leadership on the company view.
Most companies begin with a single department or a graduate cohort before rolling out further.
Not sure which package fits?
Tell us the role and the number of people. We'll suggest a setup and send a sample report.