For companies & organisations
Hire, develop, and certify talent with evidence — not assumptions
Competency-based assessment and certification for employers, HR consultancies, and training providers.
EASEC gives you the psychometric instruments and digital credentialing infrastructure to make talent decisions based on data — from hiring through development to workforce planning. Aligned with:
Four ways EASEC
transforms your talent strategy
From hiring decisions to ESG reporting — every outcome is psychometrically validated, internationally recognised, and legally defensible.
Select a category to explore the specific outcomes EASEC delivers for each area of your organisation — and which decision-makers each outcome is designed for.
Pre-hire competency assessment aligned with role profiles
Assess candidates' transversal competencies before hiring decisions are made, using instruments calibrated against specific role requirements. EASEC professional profiles map competency expectations to job functions, so you are measuring what actually matters for each role — not applying a generic personality test. This reduces bad hires, shortens time-to-productivity, and provides legally defensible hiring data.
Professional profile certifications
EASEC offers 10 professional profile certifications across sectors and job functions. Each profile defines the transversal competency requirements for a specific professional role and certifies individuals who meet the threshold. This gives employers a standardized, internationally recognized benchmark for competency expectations — and gives professionals a portable credential that proves their capabilities to any employer.
Reduced hiring bias through objective measurement
Structured competency assessments reduce the influence of unconscious bias in hiring decisions. When soft skills evaluation moves from subjective interview impressions to psychometric measurement, hiring becomes more equitable and more accurate. EASEC instruments measure what candidates can do, not how they present in a 30-minute conversation.
Competency baseline at onboarding
Assess each new hire's transversal competency profile at onboarding to identify development needs from day one. This enables targeted onboarding plans, smarter team composition, and a reference point against which growth can be measured throughout the employee lifecycle. The baseline also serves as organizational intelligence — revealing patterns in the competency profiles your hiring process is selecting for.
Targeted L&D investment based on measured gaps
Stop investing in training programmes based on self-reported needs surveys or manager guesses. Use EASEC competency data to identify real gaps at the individual, team, and organizational level — then invest in the development that addresses those gaps. This is the difference between L&D as a catalogue of courses and L&D as a strategic capability-building function.
Measuring the impact of development programmes
Apply EASEC assessments before and after training programmes to measure actual competency growth. This gives you the ROI evidence that CFOs and boards demand, and it tells you which development interventions work and which do not — enabling continuous improvement of your L&D portfolio based on outcomes, not satisfaction surveys.
Certification of internal training programmes
Accredit your organization's internal training programmes with the EASEC seal, certifying that they develop specific transversal competencies to a measured standard. This adds a layer of external credibility to in-house development and gives participants a portable credential they value — increasing programme engagement and completion rates.
Team and department competency mapping
Map the competency profiles of entire teams, departments, or business units to see where strengths concentrate and where gaps exist. This enables data-driven team composition, redeployment decisions, and targeted hiring to fill specific competency gaps rather than generic role descriptions.
Succession planning based on certified profiles
Identify succession candidates based on certified competency profiles rather than manager nominations alone. EASEC data provides an objective view of who has the transversal competencies required for leadership roles — reducing the bias inherent in traditional succession planning and surfacing high-potential talent that might otherwise be overlooked.
Benchmarking across business units or geographies
Compare competency levels across divisions, regions, or subsidiary companies using a common measurement framework. Especially valuable for multinational organizations that need consistent talent data across different labour markets, cultures, and HR systems. EASEC provides the common language that makes cross-border competency comparison meaningful.
Data for ESG and human capital reporting
As ESG disclosure requirements expand to include human capital metrics, EASEC competency data provides documented evidence of investment in workforce capability development. This goes beyond training hours (an input metric) to competency growth (an outcome metric) — the kind of evidence that sophisticated investors and regulators increasingly expect.
Competency certification as a service offering
Add EASEC competency certification to your service portfolio. Whether you run assessment centres, deliver leadership programmes, or manage client L&D, the ability to certify outcomes with an independent European seal transforms your offering from advisory to verifiable. Clients value providers who can prove results, not just deliver activities.
Platform access for multi-client management
EASEC provides platform access designed for consultancies managing multiple client organizations. Run assessments, generate reports, and issue certifications across your client portfolio from a single interface — with data separation and client-specific branding where needed.
Professional profile certifications for individual clients
Offer EASEC professional profile certifications directly to professionals through your consultancy or training business. The 10 available profiles cover key professional functions, and each certification generates revenue per issuance. This creates a recurring revenue model tied to your existing client relationships and training delivery.
Not personality types —
measured competencies
EASEC instruments are IRT-calibrated and independently validated with 98% reliability. Every assessment certifies what someone can do — not what personality type they are. The data below is the output of a measurement system built to meet the evidentiary standards of legal defensibility and ESG reporting.
Frequently asked
questions
DISC and MBTI are personality typing tools — they describe behavioral preferences but do not measure competencies. EASEC measures transversal competencies (communication, leadership, critical thinking, teamwork, adaptability, and 27 others) with IRT-calibrated psychometric instruments. The key difference: EASEC certifies what someone can do, not what personality type they are. EASEC assessments have validated reliability of 98% with Cronbach's alpha coefficients between 0.87 and 0.96.
Yes. EASEC programme accreditation evaluates your training programme's curriculum, methodology, and assessment practices against international competency frameworks (ESCO, EQF, Tuning, WEF). If the programme meets the accreditation criteria, it receives the EASEC seal — certifying that it develops specific transversal competencies to a measured standard.
EASEC offers 10 professional profile certifications spanning key professional functions across sectors. Each profile defines the transversal competency requirements for a specific role and certifies individuals who demonstrate those competencies at the required level. The profiles are aligned with international occupational frameworks including O*NET and ESCO.
Yes. EASEC operates in 64+ countries across five continents. While the system is European-issued and aligned with European frameworks (ESCO, EQF), it also aligns with global frameworks (WEF Future of Jobs, UNESCO, O*NET) and its digital credentials comply with international standards. Organizations in Latin America, Asia, Africa, and the Middle East use EASEC for hiring, development, and certification.
EASEC pricing is based on volume — the number of assessments and certifications your organization requires. Volume pricing scales from individual professional certifications to enterprise agreements covering thousands of employees. Contact us for a tailored quote based on your specific use case and volume requirements.
Replace gut feeling
with psychometric evidence
Book a 30-minute diagnostic session — no commitment — and we will identify the EASEC use cases with the highest impact for your organization, consultancy, or training business.