You pay for the people using it.
Talent Readiness is priced per activated employee — someone who has taken their Elements evaluation or started a Proving. Invite your whole organization; the ones who haven't engaged yet cost nothing.
21-day trial on Professional · no card required · annual or monthly
Essentials
Know your people.
$5.95/activated employee/mo
- Crucible Elements Evaluation for every employee
- Their own results, first and in full
- Peer recognition and company awards
- Credentials with HR verification and expiry tracking
- Self-directed Proving review
Professional
Your trial tierDevelop them deliberately.
$11.05/activated employee/mo
- Everything in Essentials
- Manager reviews, finalization and the full Proving cycle
- The Forge — AI-drafted development, accepted by a human
- Documented roles and fit reads against them
- Team overview: what's waiting, what's gone quiet
- Review-cycle administration
Enterprise
Make decisions you can defend.
$18.70/activated employee/mo
- Everything in Professional
- Panel-based job analysis — UGESP-supporting evidence
- Org risk map and leverage view
- Compliance centre with exportable evidence
- Data retention, purge and program graduation
- Priority support and implementation
The software carries the method. A person helps you land it.
Crucible began as advisory work, and the platform is that judgment made repeatable. We recommend starting with a fixed-scope implementation — we build your role library, facilitate the first job-analysis panels, and calibrate your first cycle so you go live with a working program instead of an empty one. Ongoing advisory retainers are available where capacity allows, and are included in Enterprise engagements.
Talk about implementationWhat's in each tier
| Feature | Essentials | Professional | Enterprise |
|---|---|---|---|
| Assessment & development | |||
| Crucible Elements Evaluation | ✓ | ✓ | ✓ |
| Individual results and narrative report | ✓ | ✓ | ✓ |
| The Proving review — employee side | ✓ | ✓ | ✓ |
| Manager review and finalization | — | ✓ | ✓ |
| The Forge — AI-drafted development | — | ✓ | ✓ |
| Career pathways to a target role | — | ✓ | ✓ |
| Roles & fit | |||
| Document roles | — | ✓ | ✓ |
| AI-drafted role profiles | — | Development use | Development use |
| Fit reads against role profiles | — | ✓ | ✓ |
| Panel-based job analysis (UGESP) | — | — | ✓ |
| Decision-grade role profiles | — | — | ✓ |
| Leadership & planning | |||
| Team overview for managers | — | ✓ | ✓ |
| Team risk map (own downline) | — | ✓ | ✓ |
| Org-wide risk map | — | — | ✓ |
| Leverage view | — | — | ✓ |
| Culture | |||
| Peer recognition | ✓ | ✓ | ✓ |
| Company awards programs | ✓ | ✓ | ✓ |
| Credentials with HR verification | ✓ | ✓ | ✓ |
| Licence expiry warnings | ✓ | ✓ | ✓ |
| Governance | |||
| Audit trail | ✓ | ✓ | ✓ |
| Data retention and purge controls | — | — | ✓ |
| Compliance centre and exports | — | — | ✓ |
| Program graduation record | — | — | ✓ |
Questions worth asking
What counts as an “activated” employee?
Someone who has taken their Elements evaluation or started a Proving review. People you have invited but who haven't engaged yet cost nothing — you pay for the people actually using it, not for headcount.
How does the trial work?
Twenty-one days on Professional, with no card required. When it ends nothing is locked or deleted — you drop to the Essentials floor and keep your data, and everything comes back the moment you choose a plan.
Is there a minimum?
We work best with organizations from roughly twenty-five people upward. Below that, the org-level insight has too little to read. Talk to us if you're smaller and it still feels right — we'd rather say so honestly than sell you something thin.
Do you offer implementation help?
Yes, and for most organizations we recommend it. A fixed-scope launch builds your role library, facilitates the first job-analysis panels and calibrates your first cycle. Ongoing advisory is available as a retainer, capacity permitting.
Who can see an employee's assessment results?
The employee, first and in full. Their direct manager for coaching. HR administering the program. Nobody else — and manager views deliberately show state and follow-through rather than scores. During the pilot phase results are walled off from employment decisions entirely.
Can we use results to make hiring or promotion decisions?
Not by default, and that is deliberate. Programs run developmental: results belong to the person and to the conversation with their manager, walled off from employment decisions. Making assessment data part of a decision is a further, deliberate step with its own requirements under the Uniform Guidelines — we explain exactly what it involves, and what we will and will not certify, at gocruciblegroup.com/services/talent-readiness/graduation.
Does AI decide anything?
No. Measurement is deterministic arithmetic. AI drafts development suggestions and narrative, which a person reads, edits and accepts — and every accepted item records who accepted it. No model scores, ranks or decides anything about a person.
Still deciding?
Start the trial and see it with your own people — or have a conversation first. Either is fine.