See capability, not credentials.
Decide on evidence, not pedigree. Defensible to your board, your regulator, and your nationalisation commitments.
Architecturally aligned to national workforce standards.
The compliance architecture is structural, not bolted on. Hiring, promotion, succession, and nationalisation decisions become defensible against regulatory expectation because the framework they rest on is the regulator's own.
MindSync claims framework alignment, not government certification. The distinction matters.
From role to decision. Evidence at every step.
COGEX translates the role into a precise cognitive demand profile. METIS assesses each candidate under identical adversarial pressure, calibrated for Gulf communication norms. ARCADE returns a Cognitive Ceiling and a COGEX Match Score for each. The hiring manager sees who can actually do the reasoning the role requires, and can demonstrate to the Dubai Government that the process aligns to the emirate's own framework.
Define roles with precision.
COGEX turns a job description into a cognitive demand specification: what the role genuinely requires across reasoning, professional competency, and character. The output is a locked profile with an Interview Guide and a Reference Guide. Calibration Intelligence builds after five or more assessments.
MindSync does not replace your interview. It writes you a better one.
Full COGEX detail →How they reason
The cognitive modes the role demands: probabilistic, causal, generative, and more.
How they act
The professional competencies required under real conditions and consequence.
Who they are
Character observed under pressure, across 8 clusters, auto-weighted.
Reveal reasoning, not rehearsal.
METIS conducts an adversarial conversation that surfaces how a person reasons under pressure. It adapts in real time and calibrates for Gulf communication norms. There is no script to prepare for.
No right answers, no keywords, nothing to coach. Calibrates in real time for how people reason across Gulf communication styles, so candidates are assessed on reasoning, not manner of expression. An optional Professional Self-Portrait (ETHOS self-reflection) is never scored.
Four dimensions. Validity is the gate.
ARCADE scores the structure of reasoning, not the vocabulary. Each of the 48 cognitive modes is read across four dimensions simultaneously. Validity carries the greatest weight: without it, the upper Ceiling levels cannot be reached.
The 48 modes aggregate through four Cognitive Sets into the Cognitive Ceiling: the highest level at which a person sustains rigorous reasoning under pressure.
Organisational intelligence you can act on.
ARCADE's outputs for organisations go beyond individual scores. Six intelligence surfaces let you manage capability at cohort and workforce scale.
Bridge records and evidence.
VERITAS stores ARCADE Credentials alongside verified career histories and attested capabilities. When a candidate shares their record, you see only what they permit. No hidden fields. No CV inflation. Each experience is confirmed through the GRADUS verification tiers.
INTEGRA is the apex: a Gold-Verified history with a current ARCADE Credential. For an employer, the clearest evidence that both the record and the reasoning are real and current.
Match capability to opportunity.
In PLURITY you publish COGEX profiles and query a pool of professionals who hold ARCADE Blueprints and VERITAS records. The first filter is always cognitive. Matching is anonymous until both parties consent. Identities are disclosed simultaneously and never before.
COGEX Profiles
Set the cognitive demand specification for each opportunity. The benchmark drives every match.
Cognitive-First
Never on keywords, titles, or demographic signals. The pool surfaces by cognitive compatibility, not CV keywords.
Simultaneous Disclosure
Introductions require mutual consent. Identities are revealed at the same moment, to each party at once.
Designed to reduce bias. Not to replace judgment.
MindSync calibrates its conversations and scoring to Gulf communication styles, because fairness requires understanding how people express reasoning differently.
It is designed to reduce bias, not to eliminate it, and parts of that validation programme are ongoing. Better information, not generic policy, is what creates fairer decisions. Every intelligence output carries the same line: the hiring or development decision rests with the assessor.
The seven non-negotiablesSeven principles that cannot be traded away.
See capability, not credentials.
MindSync empowers decision-makers with evidence to act, decide and thrive.