AI can polish a resume, rehearse an interview, and optimize an assessment response. We give hiring teams job-relevant evidence of how a candidate thinks, decides, and responds when the work gets difficult.
01 · Founder
A lifelong question: how do we see beyond the surface?
Dr. Richie T. Kim is an educational psychologist and the founder of AI Psychometrics Inc. As a child, he was fascinated by the Scouter in Dragon Ball - a fictional device that revealed hidden ability. That image became a serious professional question: could careful measurement show what someone could actually do, beyond appearance and polished claims? He spent seven years researching and developing the WISE Comprehensive Psychological Assessment, including a national norming study in Korea. More than 148,000 assessments of WISE, developed by Dr. Richie T. Kim, have since been distributed.
01JudgmentRole-linked evidence
02ReasoningFollow-up verified
03Human reviewDecision stays human
CAPABILITY SIGNALEvidence, not appearance.
02 · The problem we see
When every first impression can be manufactured
Resumes can be written by AI. Interviews can be rehearsed with AI. Even assessment responses can be optimized. The problem is no longer a lack of candidate information. It is knowing which evidence still reflects the person behind it.
03 · Our mission
Verify capability where it matters: in the work
AI Psychometrics Inc. helps hiring teams move beyond polished claims. We turn the role into clear assessment criteria, collect evidence of how candidates think and decide, and show what still needs human review. The result is a traceable evidence trail - not an automatic hiring verdict.
04 · What we build
Structured screening and deeper verification
Theta AI™ generates situational judgment scenarios from each job description, compares candidates consistently across the pool, and highlights evidence that deserves review. Titan AI™ follows up to test the reasoning behind important answers. Both stay tied to the same role criteria.
05 · What hiring teams receive
Evidence they can use in the hiring meeting
Hiring teams receive newly generated role-specific scenarios, consistent candidate comparison, follow-up evidence on judgment and reasoning, proportionate review signals, and reports that make clear what is known, what is uncertain, and what to test next.
06 · Our standard
Science first. Clear limits. Human accountability.
We use psychometric measurement and adaptive assessment to organize better evidence. We state the limits of that evidence, keep integrity flags separate from accusations, and leave the final hiring decision with people.
The point
We didn't join AI psychometrics.We started it.
AI Psychometrics Inc. opened a new measurement discipline verifying what people can actually do in an era when AI can manufacture every first impression.
