Aon Assessment
Aon Assessment Solutions (formerly cut-e) provides enterprise pre-hire psychometric assessments — ability, personality (ADEPT-15), situational-judgement, gamified cognitive (smartPredict/gridChallenge) tests and an AI-scored video interview tool (vidAssess-AI) — used to screen and rank job applicants at scale.
§ 01 — Score breakdown
§ Score breakdown
Category scoring
Weighted contribution shown to the right of each bar.
- 01
Article 11 Technical Documentation
Weight 20%40
+8.0
- 02
Bias Audit Transparency
Weight 18%30
+5.4
- 03
FRIA Support
Weight 15%25
+3.8
- 04
Data Governance Disclosure
Weight 15%38
+5.7
- 05
Human Oversight Design
Weight 12%45
+5.4
- 06
Post-Market Monitoring
Weight 12%25
+3.0
- 07
Customer Documentation
Weight 8%48
+3.8
§ 02 — Strongest · weakest
Strongest category
Article 11 Technical Documentation
Raw score 40 · contributes 8.0 to total.
Weakest category
Post-Market Monitoring
Raw score 25 · contributes 3.0 to total.
§ 03 — Cited evidence
§ Evidence
Cited per category
Every score is backed by at least one cited piece of evidence.
§ 04 — Editorial notes
Company overview
Aon Assessment Solutions is the talent-assessment business Aon built around its 2017 acquisition of cut-e, a psychometric-testing firm founded in Hamburg in 2002. It runs tens of millions of assessments a year across roughly 90 countries, anchored by a strong industrial/organizational-psychology research tradition. Its product line spans ability and skills tests, the ADEPT-15 personality model, gamified cognitive assessments (smartPredict, gridChallenge), job simulations, and vidAssess-AI, an asynchronous video-interview tool that uses natural-language processing to transcribe and score spoken responses against competencies. AI is used both to score gamified/adaptive assessments and to drive the video-scoring layer.
Regulatory exposure
Aon carries unusually high regulatory exposure for a hiring vendor. In late 2023 the ACLU filed class-wide EEOC charges, and on 29 May 2024 a formal FTC complaint, alleging that ADEPT-15, vidAssess-AI, and gridChallenge are deceptively marketed as 'bias-free,' 'fair,' and having 'no adverse impact' while in fact posing a high risk of discrimination against autistic, neurodivergent, and Black applicants. As an AI-driven hiring tool, the assessment suite is squarely 'high-risk' under EU AI Act Annex III, and the AEDTs are subject to NYC Local Law 144 bias-audit obligations and Illinois/Colorado AI-hiring rules. Despite this, Aon publishes no public bias audit, no model/system cards, and no EU AI Act conformity or deployer documentation for these products.
Path to a higher score
Aon could move from its current position by publishing what its scale and I/O-psychology research already support: independent, downloadable NYC LL 144 bias-audit summaries (auditor, date, intersectional impact ratios) for ADEPT-15, gridChallenge, and vidAssess-AI; per-product model/system cards and Article 11-style technical documentation with explicit adverse-impact and validity disclosures; an EU AI Act statement with Article 27 FRIA/deployer guidance; ISO 42001 or an AI-specific trust center; an exclusion-list and data-governance disclosure; and a public model-update changelog and incident channel. Concretely resolving the ACLU/FTC/EEOC allegations and replacing absolute 'bias-free' marketing with audited, evidence-backed fairness claims would materially raise every score.
Conflicts of interest
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