One headset.
The whole assessment.
Earlier VR assessment setups needed a dedicated room, extra sensors and a technician. PeakXR was designed from the start for Apple Vision Pro alone, so a session can run in any quiet room in your office.
The interface disappears.
A good assessment measures the person, not how well they handle the equipment. Vision Pro has no controllers. Participants select by looking and pinching, reach for objects with their own hands, and speak to the characters in the scene.
The display is sharp enough to read a document on a desk or a face across the table, so scenes feel real rather than game-like. That realism matters: people behave in a convincing environment the way they behave at work.
Because it is a single self-contained device, setup is fast and every session is identical, wherever it runs: same hardware, same scenes, same scoring.
What the method rests on.
Six commitments that shape every scenario we design and every score we report.
Ecological validity
Scenes are modelled on real workplaces and real situations, so behaviour in the headset carries over to behaviour at work.
Behaviour over self-report
We score what someone does in a scene (which option, how long, when they change course), not what they say about themselves.
Assessor-independent
No one in the room grades the participant. Every person sees the same scenario and is scored by the same models.
Department-agnostic
Scenarios test transferable competencies, so the same assessment works for finance, sales, operations or engineering.
Population norms
Scores are placed on a population scale, so a result reads as a position relative to peers rather than a raw number.
Expert interpretation
Scores come with a written expert review that explains what a pattern of results means in day-to-day work.
What we left out, on purpose.
Lab-style VR assessments usually stack several devices on top of the headset. We removed all of them and focused on the cognitive and socio-emotional modules, which can be measured reliably from behaviour inside the scene.
- Chest straps, wrist sensors or EEG caps
- Body-composition scales or jump platforms
- Handheld controllers
- A dedicated assessment room or on-site technician
- One Apple Vision Pro per participant
- A quiet room and a chair
- A coordinator from your team, or ours
Readable by the person, useful to HR.
Each participant gets an overall score for every module, domain and subdomain on a 0–1000 scale, a colour band showing where they sit in the population, and how far they are from the top score.
The expert review turns those numbers into plain language: which strengths stand out, where development will pay off, and what that looks like at work. For leadership roles, a leadership styles indicator is added.
At company level, the SARF executive report compares competencies across departments and job groups to support hiring, succession and development decisions. About SARF
Participant data stays private.
Session data is stored anonymously in a private cloud environment. Participants access their own report through a personal, password-protected link, and nobody else in the organisation sees an individual's results unless the engagement explicitly provides for it.
We are happy to go through our data-handling practices with your security and legal teams before a pilot starts.
See a scenario yourself.
We'll bring a headset and run a short demo session for your HR team.