Wonderlic
Wonderlic Select (formerly WonScore) is a pre-employment assessment that combines cognitive ability, personality, and motivation tests to score and rank candidates for job fit.
§ 01 — Score breakdown
§ Score breakdown
Category scoring
Weighted contribution shown to the right of each bar.
- 01
Article 11 Technical Documentation
Weight 20%52
+10.4
- 02
Bias Audit Transparency
Weight 18%48
+8.6
- 03
FRIA Support
Weight 15%25
+3.8
- 04
Data Governance Disclosure
Weight 15%38
+5.7
- 05
Human Oversight Design
Weight 12%52
+6.2
- 06
Post-Market Monitoring
Weight 12%33
+4.0
- 07
Customer Documentation
Weight 8%55
+4.4
§ 02 — Strongest · weakest
Strongest category
Article 11 Technical Documentation
Raw score 52 · contributes 10.4 to total.
Weakest category
FRIA Support
Raw score 25 · contributes 3.8 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
Wonderlic, Inc. is a privately held assessment publisher founded in 1937 and headquartered in Vernon Hills, Illinois, US, with roughly 51-200 employees. Its flagship product, Wonderlic Select (formerly WonScore), combines a 50-question cognitive ability test with personality and motivation measures to produce a composite job-fit score used to screen and rank candidates; the company also sells Wonderlic Develop and Team Dynamics. Wonderlic markets '85 years of proven science' and grounds its legitimacy in industrial-organizational psychology and EEOC/SIOP validation frameworks rather than in modern AI-governance documentation.
Regulatory exposure
Wonderlic's scored, automated outputs that substantially assist hiring decisions place its core product squarely within the definition of an Automated Employment Decision Tool under NYC Local Law 144 and a 'high-risk' AI system under the EU AI Act for any EU deployer, yet no published NYC LL 144 bias-audit summary, EU AI Act technical documentation, or Fundamental Rights Impact Assessment guidance could be located on its site. Its compliance posture is built around traditional US employment law (Title VII, ADA, ADEA, the Uniform Guidelines) and general validity/adverse-impact science, leaving a gap against newer algorithmic-accountability regimes. The repeal-and-replace of the Colorado AI Act in 2026 narrows but does not eliminate disclosure exposure.
Path to a higher score
To raise its score, Wonderlic should commission and publicly post an annual NYC Local Law 144 bias audit from a named independent auditor (impact ratios by sex and race/ethnicity), publish a model/system card and instructions-for-use for the Select scoring engine, and add EU AI Act deployer guidance plus a FRIA template. Surfacing its security certifications (e.g., SOC 2 / ISO 27001), a data-exclusion and training-data statement, a public DPA, and a status/incident channel would convert its strong internal validity science and 'data forensics' monitoring into verifiable, downloadable evidence.
Conflicts of interest
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