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The AI Fluency Company

First you say how fluent you are. Then you find out.

Fifteen scenarios, about eleven minutes. No account required, just your name and email. Your result appears on screen the moment you finish: a score on each of five dimensions, and the distance between the two.

Start the assessmentMeasuring a team?
  • 15 scenarios
  • About 11 minutes
  • Free
Sample result
AI fluency

3.8 / 4

Fluent

4.0Awareness4.0Instruction4.0Verification3.0Governance4.0Integration

Profile type The Operator: Answers strong overall, and careful to check AI.

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Why this measure

Free, independent, and written down.

Free.

The assessment costs nothing and asks for no payment. No account and no card. Your name and email, and nothing else. Your result appears on screen when you finish, whether or not you ever speak to us.

Independent of the model vendors.

The companies building AI models cannot credibly grade how much you rely on their products, and none of them sets the questions or the scoring here. AIFluency does operate The AI Fluency Coaching Hub and earns a fee on bookings made through it, so we do sell help with what this finds.

Measurement-based.

Five fixed dimensions, scored one to four against a published rubric. Same questions, same scale, same scoring for everyone. How an answer becomes a score is written down in full; the answer key goes to reviewers on request rather than onto this page, because a key you have read is a score you chose.

The questions

A real question from the assessment.

These test judgment, not knowledge about AI. Several answers sound reasonable; what separates them is how mature the decision is.

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Example question

Your team wants to use an AI tool to handle a task for the first time, and two people are arguing: one says it'll obviously work, one says it obviously won't. The tool is already available to the team, and nothing has been committed yet.

What should the team do next?

  1. Decide from what AI is known to do well and badly whether this task is a fit.
  2. Go with the one who says it will work. AI handles most tasks like this now.
  3. Pick the cases it is likeliest to fail on, and test it on real examples of those.
  4. Look up how similar teams online have handled this task, and follow the consensus.

Each answer maps to a level.

Eleven profile types

Your five scores also resolve to a profile type, with the one thing to do next.

  • The Operator
  • The Specialist
  • The Fast Mover
  • The Skeptic
  • The Experimenter
  • The Soloist
  • The Free Agent
  • The Theorist
  • The Patchwork
  • The Generalist
  • The Onlooker
For organizations

It’s yours to use all year. Run it whenever, on whoever.

Share your join code and anyone in the organization can take the assessment that day. About 15 hours of live, hands-on training a year for each person in a training group, built on their own work and measured every quarter.

The leadership view
AwarenessInstructionVerificationGovernanceIntegration
Sales33223
Operations32222
Finance22132
Engineering44334
Marketing33223

Verification and Governance are the two dimensions furthest below Applied across the organization, so the training focuses on them.

Illustrative figures, not a real organization.
See the leadership viewPricing

What teams use it for

New starters join

Assess each intake in its first month and see where the group is thin, before its training is planned.

Leadership wants its own picture

Run leadership separately from staff. The two groups usually differ, and averaging them hides both.

A tool is about to be rolled out

Assess the department first. You find out whether there is a judgment gap before you pay for the tool.

Training is being chosen

A needs analysis before the purchase, so the course is picked against a measured gap rather than a guess.

Budget season

You go in with a measured gap and the number of people it applies to, rather than a case for AI training in general.

None of these is a basis for a decision about someone’s job. What this score is not.

How it works

  1. 01

    Measure

    Everyone you are counting takes the fifteen-scenario assessment. One score per person, across five dimensions.

  2. 02

    Target

    The leadership view ranks the five dimensions by department and names the two furthest below Applied. Where a tie leaves the choice unclear, it says so and you choose. When no dimension is below Applied, training still continues each quarter on the team’s two lowest dimensions, at the Applied level, working toward Fluent.

  3. 03

    Train

    Each quarter, a training group of up to 30 people you choose works on those dimensions: two 90-minute hands-on workshops a few weeks apart, then a 45-minute practice clinic on real tasks from their own jobs. Included.

  4. 04

    Re-score

    The same questions again at 90 days, reported per dimension, and the re-score picks the next quarter’s focus. A figure is not shown when too few people have been measured for the number to mean anything.

Plus a quarterly leadership session, monthly office hours with a practitioner and a quarterly brief on what changed in Claude. A re-score shows whether answers changed, not what caused it. Scores describe how people answered fifteen scenarios against a scoring key that is withheld from the public and has not yet been independently validated. What is and is not established.

Your team ready?

Tell us about your team, or take the assessment yourself first.

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