Straight answers, and honesty about what we hold back.

Tessadi is an enterprise technology company building Evidence-Based Leadership Intelligence: observed behaviour, measured to scientific standards, calibrated against what a strategy requires. Veridessa is our first product line.

Veridessa is an assessment instrument in development: an immersive, multiplayer, browser-based simulation in which leaders make real decisions under realistic pressure, producing the CER Score, a structured, comparable profile of demonstrated capability. It is designed to answer four questions: can this leader deliver, is the bench deep enough, can we execute this strategy, and where does the whole organisation stand.

In active development, and we say so plainly. The methodology, competency framework and scenario architecture are defined; the platform is being built. Investors, partners and design organisations who engage now shape what gets built. We would rather be judged for honesty about stage than punished later for implying otherwise.

Two founders with a combined 40+ years of global HR leadership across Asia, Europe and the US, who spent their careers running the exact decisions Veridessa is built for: C-suite succession, CEO-level recruitment, high-potential identification and executive calibration at up to 25,000-employee scale. Full introductions happen in conversation.

Most leadership data is self-report or the perceptions of others. Both are useful; neither is evidence of what a person does under pressure. Veridessa is designed to observe demonstrated behaviour in realistic scenarios and score it consistently. Tests measure what people know. Surveys measure what people say. Veridessa sets out to measure what people do.

Most of the category infers skills probabilistically from resumes and activity data. Inference is useful for discovery; it is a weak basis for promotion, succession and board-level decisions. Veridessa is designed to generate demonstrated evidence, and to connect it to the demand side: what your strategy actually requires.

Yes. Alongside its organisational use, Veridessa is designed to work as an objective self-diagnostic for the individual leader: a clear read of how you actually lead under pressure, rather than a negotiation between contradictory feedback and your own instinct. Development starts faster from an accurate baseline, which makes it a useful starting point for a leader and the coach working with them.

An assessment is personal data; scoring competencies is profiling. Veridessa is designed data-protection-first for its APAC markets: human oversight, transparency, bias mitigation, data minimisation and tenant isolation, with APAC data-protection frameworks and the EU GDPR as design requirements. Participant data is used solely for delivery of assessment and reporting. It is never sold.

Regulator expectations are formalising: across APAC, regulators have moved from voluntary principles to issued rules: advisory guidelines for AI-assisted decisions are in force in several jurisdictions, and profiling now triggers mandatory data protection impact assessment in some markets (IAPP Global AI Law and Policy Tracker, 2026). ISO/IEC 42001 (2023) anchors our governance design. Veridessa is built to that direction of travel, not retrofitted to it. (Statuses as of July 2026; informational, not legal advice.)

No. Compliance and measurement standards are never tiered. A cheaper, less governed version of Veridessa does not exist at any level. Scope is tiered; standards are not.

Directly. We are selective, and early partners shape the platform rather than just selling into it. Write to us with who you are and where you see the fit; a founder replies.

A small number of organisations will co-shape Veridessa as design partners before general availability. Early means influence over what gets built. If that trade appeals, start the conversation.