Everything you need to know about Veridessa.

Veridessa is Tessadi's capability calibration system — a four-tier platform that measures leadership competencies through evidence-based instruments, aggregates those measurements into an organisational capability map, and calibrates that map against what an organisation's strategy actually demands.

The foundation is Veridessa Leadership: an AI-powered multiplayer simulation platform where participants face realistic organisational scenarios — trust dilemmas, crisis moments, strategic trade-offs — and their behaviour is observed and scored in real time by the proprietary CER (Competency Evaluation and Rating) engine. From there, Veridessa+ maps the organisation, Veridessa Command sets the strategy demand, and Veridessa Enterprise extends to the full ESCO skill breadth.

Veridessa (Tier 1 — Measure): Individual leadership assessment via simulation. Produces a CER Score across 32 competencies and 6 domains. AI coaching recommendations anchored to measured gaps. The foundation all other tiers build on.

Veridessa+ (Tier 2 — Map): Aggregates individual scores into an organisational capability map — heatmap, bench view, and succession intelligence. Adds the supply-side picture: who you have and what they can do.

Veridessa Command (Tier 3 — Steer): Adds the strategy demand setpoint. The gap-vs-strategy chessboard — what the organisation's strategy requires versus what it currently has. Board and ExCo facing.

Veridessa Enterprise (Tier 4 — Broaden): Extends calibration to the full ESCO taxonomy — 13,939+ skills beyond leadership. Same engine, broader scope. Zero migration from previous tiers.

No. Veridessa is fully browser-based. Participants access the platform through any modern web browser on any device — laptop, desktop, or tablet. There is no download, no app installation, and no IT deployment required.

This is a deliberate design decision. Enterprise software that requires IT involvement before a participant can access it creates friction that reduces completion rates and delays ROI. Veridessa is live in a browser tab.

Veridessa uses a richly designed multiplayer simulation environment — narrative-driven scenarios built to feel like real organisational situations under pressure. Participants make decisions that have consequences within the simulation, interact with other participants in real time, and face the kind of ambiguity and competing priorities that characterise actual leadership situations.

The environment is built on Unity multiplayer infrastructure, which enables genuine real-time team dynamics. This is not a click-through self-assessment presented in a game-like wrapper. It is a purpose-built environment where leadership behaviour is the output, not the input.

Veridessa Leadership assesses 32 competencies across six domains:

Personal Leadership — self-awareness, resilience, integrity, and the internal discipline that separates leaders from managers.

Task Leadership — execution, prioritisation, and decision quality under constraint.

Team Leadership — building, motivating, and sustaining high-performing teams, measured through real group dynamics.

Crisis Leadership — how leaders perform when pressure is highest. The ultimate differentiator.

Collaborative Leadership — cross-functional influence and leading without positional authority.

Strategic & Change Leadership — long-horizon thinking, ambiguity management, and leading organisations through transformation.

Veridessa comprises 19 assessment episodes across 3 proficiency levels. Episode length varies by episode and level — foundational episodes are shorter, advanced episodes are more extended to capture the complexity of senior leadership situations.

A full cohort programme is not typically completed in a single session. It is structured as a development journey over weeks, with episodes delivered in facilitated group sessions or self-paced as agreed with the client. Tessadi's implementation team will advise on the right pacing for your cohort size and objectives.

The CER (Competency Evaluation and Rating) Score is Veridessa's proprietary scoring output — an objective, data-driven leadership profile for each participant across all six domains and 32 competencies.

It is produced by the CER engine, which observes participant behaviour throughout each simulation episode and scores it against validated competency anchors. The score is:

Objective: based on observed behaviour, not self-assessment or facilitator judgement.

Comparable: scores are consistent across cohorts, organisations, and time — enabling meaningful before/after and cross-cohort comparison.

Actionable: each score is accompanied by a 5-perspective gap analysis and individual development plan generated from the score data, not from generic templates.

The 5-perspective gap analysis compares a participant's leadership profile across five distinct data sources:

1. Self-perception — how the participant rates their own capability before the simulation.

2. Observed simulation behaviour — what the CER engine actually recorded during episodes.

3. Peer input — how fellow participants experienced their leadership during shared scenarios.

4. Team feedback — aggregated team-level signals from multiplayer interactions.

5. Manager assessment — manager-provided context on real-world performance.

The gap between self-perception and observed behaviour is typically the most revealing data point — and the most actionable for individual development planning.

The core difference is the basis of measurement. Most leadership assessments — 360s, psychometric tools, self-reported frameworks — measure what people believe about themselves and what colleagues are willing to say. Neither is a reliable proxy for actual leadership performance under pressure.

Veridessa measures what people actually do when placed in realistic, high-stakes situations with real consequences. The CER engine observes behaviour; it does not ask about it.

Compared to the skills-intelligence market more broadly, the difference is validity. Leading platforms infer skills probabilistically from résumés and activity data. Veridessa generates evidence of demonstrated competence. For promotion, succession, and board-level decisions — classified as high-risk under the EU AI Act — the distinction is material.

Yes — and this is one of Veridessa's primary design goals. The CER Score is consistent across time, which means a cohort can be assessed before a development programme and again after. The delta in scores across domains is the first objective, quantified evidence of what the programme actually changed.

This is a significant departure from conventional L&D ROI measurement, which typically relies on Kirkpatrick Level 1 (participant reaction surveys) and rarely reaches Level 3 (behaviour change) or Level 4 (organisational results). Veridessa produces Level 3 data — observed behaviour change — as a direct output.

For each participant: CER Score profile across 6 domains and 32 competencies; 5-perspective gap analysis; individual development plan generated from score data; ESCO-tagged competency outputs for HR system integration.

For HR / L&D teams: Cohort-level aggregate reporting; competency heatmap across the cohort; before/after comparison where applicable; manager action packs per participant.

For CHROs (Veridessa+): Organisation-wide capability heatmap; bench strength view by level and function; succession readiness data; data-driven HiPo identification.

For boards (Veridessa Command): Gap-vs-strategy chessboard; capability supply vs strategy-derived demand; recalibration reporting as strategy evolves.

Because Veridessa is fully browser-based with no installation required, the technical setup is minimal. The implementation timeline is primarily driven by cohort design, schedule coordination, and facilitation planning rather than system integration.

A typical first cohort can be up and running within 4–6 weeks of contract signature. This includes: cohort design and scoping; participant briefing and onboarding; session scheduling; facilitator preparation; and first-session delivery.

Larger or more complex deployments — multi-site, multi-cohort, or Veridessa Command implementations — are scoped individually during the implementation discussion.

All Veridessa implementations include direct support from the Tessadi team — not a third-party partner. This covers:

Cohort design: working with you to define the right participant cohort, episode sequence, and pacing for your objectives.

Facilitation guidance: preparing your internal facilitators or running facilitated sessions directly, depending on scope.

Participant briefing: ensuring participants understand what Veridessa is, what it measures, and how to engage effectively.

Debrief and reporting: translating CER Score outputs into actionable development conversations with participants and their managers.

Veridessa is built on Unity multiplayer infrastructure designed for concurrent use. The platform supports simultaneous cohort sessions without performance degradation. Specific concurrent capacity parameters are discussed during the scoping conversation, as they depend on the episode type and network configuration.

For most enterprise cohort sizes — typically 20 to 200 participants across a programme — standard capacity is not a constraint.

Yes. All Veridessa output data is ESCO-tagged — meaning competency scores and development outputs are mapped to the European Skills, Competences, Qualifications and Occupations framework from the point of measurement. This is not a post-hoc mapping exercise; it is built into the scoring architecture.

ESCO-compatible outputs can be ingested by most enterprise HRIS platforms that support skills taxonomy data. Integration specifics are discussed during implementation scoping. For Veridessa Enterprise customers, the full ESCO spine provides comprehensive compatibility across the broadest range of HR systems.

Requirements are deliberately minimal:

Device: any laptop, desktop, or tablet with a modern browser. Veridessa is not optimised for mobile phones due to the screen real estate required for the simulation environment.

Browser: Chrome, Firefox, Edge, or Safari — current version or one version behind.

Connection: standard broadband. No special bandwidth requirements beyond what is needed for video conferencing.

IT setup: none required. No firewall exceptions, no VPN configuration, no corporate device enrolment needed. Veridessa is accessed as a standard web application.

Tessadi takes data privacy seriously and builds compliance in rather than bolting it on. Veridessa is designed to meet the requirements of both Malaysia's PDPA (Personal Data Protection Act) and the EU's GDPR, including for multinational enterprise deployments.

Participant data is used solely for the delivery of their assessment and reporting. It is never sold, shared with third parties, or used to train models without explicit consent. Data retention and deletion policies are specified in the Data Processing Agreement provided at contract stage.

Yes. Veridessa informs decisions about promotion, succession, and mobility — which classifies it as a high-risk AI system under the EU AI Act. Tessadi has built to that standard from inception rather than retrofitting compliance later.

This includes: validity-grade measurement (not probabilistic inference); transparency on scoring methodology and confidence levels; human oversight requirements; and appropriate data governance. Full compliance documentation is available to enterprise buyers under NDA.

Importantly, compliance is not tiered at Tessadi. Every Veridessa implementation — at every tier — meets the same compliance standard. A cheaper-but-less-compliant tier is not an option we offer, because it would undermine the validity that makes Veridessa worth using.

Data storage location, access controls, and data residency requirements are specified in the Data Processing Agreement at contract stage and can be configured to meet enterprise requirements. For multinational organisations with specific data residency needs (e.g. EU data staying within the EU), this is addressed during implementation scoping.

Access to participant data is role-based and controlled. Participants can access their own CER Score and development outputs. HR administrators access cohort-level reporting. Individual participant scores are not visible to peers.

Yes to both — with appropriate controls. Participants receive their full CER Score profile and development plan directly. This transparency is intentional: participants who understand their scores engage more meaningfully with the subsequent development work.

Managers receive a manager action pack per participant — a curated summary of the participant's strengths, development priorities, and recommended actions, calibrated for a line management conversation rather than a technical debrief. Managers do not see the full scoring detail by default.

Access configurations can be adjusted to meet your organisation's data governance requirements and culture. This is discussed during implementation scoping.

Veridessa is priced on a per-participant basis, scaling with cohort size. Larger cohorts and multi-year commitments attract better per-participant rates. Enterprise-wide deployments (Veridessa+ and above) are priced based on the organisational scope and tier combination.

We do not publish pricing publicly because the right solution and cost depends significantly on your context — cohort size, tier, implementation support level, and deployment geography all affect the commercial structure.

We are currently engaging selectively with design partners — organisations that want to participate in the final development and validation phase of Veridessa in exchange for preferred commercial terms on full deployment.

Design partner arrangements are discussed individually and depend on the organisation's context, cohort characteristics, and ability to provide structured feedback during the pilot phase. If this is of interest, Register Interest via the contact form and note your interest in the design partner programme.

Veridessa is designed for enterprise cohort deployment. The multiplayer simulation structure means it works best with groups rather than individuals — the team dynamics element of the assessment requires other participants to interact with.

Minimum cohort sizes and the right cohort configuration for different use cases are discussed during the scoping conversation. We will recommend the right approach for your context rather than applying a one-size number.

A fair question. The honest answer depends on what you are using and what decisions you are trying to make with it.

If your current platform infers skills from résumés, activity data, or self-report — and you are using that data for promotion, succession, or board-level capability decisions — Veridessa addresses the validity gap that inference-based tools cannot close. The CER Score gives you a basis for those decisions that will survive scrutiny, including regulatory scrutiny under the EU AI Act.

Veridessa is not a replacement for every talent tool. It is a validity-grade measurement layer for the decisions where evidence of demonstrated competence matters most. Many organisations will run Veridessa alongside existing platforms, using it specifically for the high-stakes decisions where inference is not enough.

Register your interest using the form below. Tell us who you are, your organisation, and what you are trying to solve. We will respond personally within one business day.

There are no automated sequences. No sales cadences. The first conversation is a direct discussion with the Tessadi team about whether Veridessa is a genuine fit for your context. If it is not, we will tell you.