Frequently Asked Questions

Neuroclusive is a cognitive workspace for individuals and teams, combining NeuroPrint, learning modules, analytics, and compliance-ready workflows in one platform.

Start with three steps: (1) create your account, (2) complete your NeuroPrint Quick Scan, and (3) open your dashboard to choose learning modules or team setup.

All three. Individuals can use Neuroclusive privately. Teams and organizations can add shared workflows, aggregated analytics, and governance controls on top.

No. You can use core capabilities as an individual first, then join or create an organization when collaboration features are needed.

Yes. Your account is user-based. You can participate in multiple organization contexts while keeping control over your own profile and sharing permissions.

Use the login and verify-email flows first. If the issue continues, contact support with your account email and approximate timestamp so logs can be traced quickly.

Yes. Sharing is optional. You can complete modules, track progress, and use personal recommendations without granting NeuroPrint access to anyone.

Team views are designed around aggregated trends and role-based access. Individual raw NeuroPrint responses are not shown in team analytics.

Yes. Depending on role and plan, exports can include audit logs, compliance evidence, and data summaries for internal review or accommodation workflows.

Organizations pay for team-scale features. Individuals can start with free access and only add paid capability when they need organization-level scale.

Yes. Plans are designed to scale with your usage, and organization billing can be adjusted as your seats and compliance needs evolve.

Your personal account and owned profile remain yours. Organization-only features may pause, but your individual data ownership and control do not transfer away from you.

A NeuroPrint is your personal, encrypted profile of how you think, work, and communicate -- built from validated questionnaires and performance-based cognitive tests. It is not a single blob of test results: your NeuroPrint has 8 distinct categories (Cognitive Profile, Communication Style, Productivity Patterns, Learning Preferences, Accessibility Needs, Work Style, Psychological Assessments, and Neurodiverse Characteristics). You choose which categories to share with whom, and even then they see only the NeuroPrint index -- a strengths-based summary (e.g. "Strong pattern recognition," "Prefers written agendas," "Works best in morning focus blocks") -- never your raw questionnaire answers. Your NeuroPrint is owned by you, stored in a per-category encrypted vault, and you control who can see it and at what level. Unlike generic workplace assessments, NeuroPrint is designed for granular, revocable sharing and accommodation-friendly outputs (e.g. self-advocacy guides, workplace adjustment suggestions) without requiring a clinical diagnosis.

The NeuroPrint index is a computed summary of your strengths and how you work best. It contains 20 strengths-based metrics such as:

• Hyperfocus Execution -- "Sustains deep concentration on meaningful, high-complexity tasks"
• Divergent Thinking -- "Generates unconventional options and novel associations quickly"
• Relational Intelligence -- "Builds trust through empathy, clear communication, and constructive conflict handling"
• Pattern Precision -- "Detects inconsistencies and preserves quality through pattern sensitivity"
• Creative Adaptability -- "Combines novel idea generation with practical adaptation"
• Resilience -- "Maintains delivery quality and emotional steadiness through pressure"
• Purpose Drive -- "Sustains effort through meaning, mastery orientation, and follow-through discipline"
• Execution Leadership -- "Combines process rigor, quality precision, and sustained focus"

Each metric includes a confidence level (low/medium/high) based on how many assessments you have completed, plus a rationale and practical use cases.

What grantees SEE (the index):

• Your cognitive strengths and work preferences in plain language
• Communication and collaboration style (e.g. "Prefers: direct feedback, async updates")
• Accommodation-relevant preferences (if you share that category)
• Confidence indicators so they know how well-evidenced each metric is

What grantees NEVER see:

• Your specific answers to assessment questions (stored separately, never exposed)
• Your raw scores on screeners (e.g. ASRS or AQ numbers)
• Clinical terminology or diagnostic thresholds
• Anything from categories you did not grant

The index translates your assessment data into actionable insights for collaboration, not diagnostic details.

NeuroPrint is a self-assessment and workplace-relevant profile, not a clinical diagnostic tool. It includes established screeners (e.g. ASRS for ADHD, AQ for autism) and cognitive performance tests (e.g. Go/No-Go, CPT-Lite) that produce consistent, documented scores -- but these are informational and supportive, not a substitute for a formal diagnosis. You do not need a formal diagnosis to use NeuroPrint. Many people use it to understand their preferences and to communicate needs at work without ever seeking a diagnosis.

NeuroPrint supports you day-to-day by: (1) Personalising learning -- content and pacing can align with your learning preferences and cognitive profile; (2) Self-advocacy -- generating guides and language you can use to request meeting structures, communication styles, or focus time; (3) Optional sharing -- if you choose to share categories of your NeuroPrint with your manager or org, they see the NeuroPrint index (strengths like "Strong visual learner, prefers written communication, needs focus blocks"), not your answers -- so they can improve team practices without ever seeing your raw data. It does not replace your judgment; it gives you a clear, consistent way to describe how you work best.

• Individuals: Understanding your own cognitive and communication preferences; having a shareable, revocable profile to request accommodations or adjustments; reducing the burden of repeatedly explaining "how you work" and avoiding stigma by framing needs in neutral, evidence-based language.
• Managers: Seeing aggregated team patterns and, when you share, the NeuroPrint index (strengths like "Strong pattern recognition," "Prefers async updates") -- not your answers or scores -- so they can design inclusive meetings, communication norms, and workload distribution. They never see your raw assessment data.
• Organizations: Meeting inclusion and accessibility goals; having audit trails for accommodation-related decisions; supporting compliance (e.g. ADA, GDPR) with documented, consent-based processes and evidence that can be exported for accommodation requests.

NeuroPrint is for everyone. It covers learning style, communication, productivity patterns, and personality dimensions that apply to any worker. Neurodiversity-related categories (e.g. ADHD or autism screeners) are optional -- you can skip them entirely or complete them and keep them private. The same profile supports anyone who wants to work more effectively and communicate their preferences -- neurodivergent or not.

Full NeuroPrint creation depends on how many assessments you complete. There is a Quick Scan (creates a baseline with "low" confidence) and a full battery of 8 question banks (292 questions total: VARK 16, Memory Preferences 20, Personality Type 60, Big Five BFI-44 44, ASRS ADHD 24, AQ Autism 50, Communication Style 38, Productivity Patterns 40) plus optional cognitive tests (Go/No-Go, CPT-Lite). A full battery typically takes roughly 45--90 minutes if done in one sitting; you can complete it in stages -- each test you finish promotes that category from "low" to "high" confidence. Quick Scan takes only a few minutes.

By default, only you. Your NeuroPrint is stored in an encrypted vault with each of your 8 categories encrypted separately using its own vault key (AES-256). You never share "the whole thing" unless you choose to. You grant access by category (e.g. just Communication and Productivity), and even then, they see only the NeuroPrint index (your strengths and preferences), not your raw assessment data. No one -- including your employer, managers, or Neuroclusive ops -- can see it unless you explicitly grant access. Default visibility is private.

We store what you provide or generate through the product:

1. Your private data (never shared without grants): Assessment responses, raw scores, detailed test session results -- these are stored in separate database tables and are never exposed to grantees.
2. Your NeuroPrint index (what grantees see): 20 strengths-based metrics with confidence levels, work preferences, and collaboration recommendations.
3. Access control: Sharing settings per organisation, which categories are shared, audience roles, expiry dates.
4. Audit trail: Every access event logged with timestamp, actor, action type, IP address, and user agent -- for compliance and your own review.

When you grant access, we expose only the NeuroPrint index for the categories you selected -- not your answers. We do not sell or share your data with third parties for marketing or advertising.

No. Sharing is always your choice. Your employer cannot see your NeuroPrint unless you explicitly grant access. We do not allow employers to bypass user consent or to access the vault without a grant from you. If an employer mandates "use Neuroclusive" as a tool, they still cannot force you to share your NeuroPrint with them.

Creating a NeuroPrint can be encouraged by your employer (e.g. as part of onboarding or training); sharing it cannot be required. If you feel pressured to complete or share against your will: (1) You are not obligated to share -- access is only possible when you explicitly grant it. (2) You can complete assessments for your own benefit and keep the result entirely private. (3) If your employer penalises you for not sharing, that may raise employment-law or discrimination concerns -- we recommend documenting the pressure and consulting your HR or legal resources. We do not support or permit contractual terms that require employees to share their NeuroPrint as a condition of employment.

Your NeuroPrint is yours. It lives in your account, not your company's. If you leave: (1) Your data stays in your account; (2) Any access you granted to the organisation (or to people in it) can be revoked by you at any time; (3) After revocation, the organisation no longer has access. We do not transfer ownership of your NeuroPrint to your employer when you leave.

If your organisation's paid subscription lapses, your NeuroPrint is unaffected: it remains in your account and encrypted vault. What changes is org-level features: team dashboards, analytics, and any org-specific access you had granted may no longer be available to the org until the subscription is renewed. You can revoke any existing grants at any time. We do not delete or transfer your data when an org's subscription ends.

Your NeuroPrint is account-based, not employer-based. When you join a new employer, you use the same account (or link the same identity); your NeuroPrint travels with you. You choose whether to grant access to the new org or to specific people there. There is no separate "transfer" step -- you simply create new grants for the new context. If the new employer uses a different Neuroclusive tenant (e.g. different SSO domain), you may need to ensure your account is associated with that org; support can help with account linking.

Because you share by category (not one single blob), and they only ever see the NeuroPrint index (strengths and preferences, not your answers), it is unlikely anyone will see something you didn't intend. You explicitly pick which categories each grant includes -- sharing Communication does not expose your Psychological Assessments, and sharing Productivity does not reveal Neurodiverse Characteristics. If you did grant access to a category you didn't mean to: (1) Revoke the grant immediately to stop further access. (2) Update your sharing -- e.g. create a new grant with only the categories you want. (3) Anyone who already saw the index may have retained it (e.g. notes); we cannot erase what was already viewed. We recommend using the preview (see "Can I see what my manager/HR sees?") before confirming a share.

You can revoke all grants so that no one else has access, while keeping your NeuroPrint in the vault. That effectively "hides" it from others without deletion. There is no separate "pause" state that retains existing grants; revocation is immediate and cryptographic (see "How does revocation work?" below). You can later re-grant access if you choose.

Yes. You can request full deletion of your NeuroPrint and associated data (GDPR "right to erasure"). Deletion destroys all 8 per-category vault secrets, the vault reference record, and cascades to all access grants and audit logs. This is irreversible; we will confirm what will be removed before completing the request.

NeuroPrint data is protected by multiple layers:

• Per-category encryption: Each of your 8 categories is stored as a separate Supabase Vault secret (AES-256). Sharing Communication does not decrypt Neurodiverse Characteristics.
• Cryptographic revocation: When you change sharing settings or revoke access, all 8 vault secrets are destroyed and re-created with fresh keys. Old keys become mathematically unusable -- this is not a flag-based "mark as revoked"; the old encrypted data is cryptographically unreachable.
• Row-Level Security (RLS): Even if someone bypassed the API, the database itself enforces that only you can SELECT, INSERT, UPDATE, or DELETE your own NeuroPrint vault records. Grantees are checked via a database function (check_neuroprint_access) that validates ownership, grant status, expiry, and org context.
• TLS 1.3 for all API and web traffic.
• The platform is designed to meet SOC 2 Type II and ISO 27001 requirements for enterprise customers.

We do not sell your NeuroPrint or personal data to third parties. We do not share it for advertising or marketing. Any sharing is either (1) you-controlled (you grant access to specific people/orgs), or (2) necessary for service operation (e.g. infrastructure providers under strict contracts). Our privacy policy and data processing agreements spell out the exact categories and purposes.

Yes. You can export your NeuroPrint data including:

• Your full assessment responses and scores (for your records)
• The NeuroPrint index (the summary others see when you share)
• Audit logs of who accessed what and when

Export is available via the API (POST /api/v1/neuroprint/export?format=json) and/or in-app. When you share access, grantees can only see the index for categories you have granted -- they cannot export your raw data. Export is part of our commitment to data portability and GDPR-style access.

Granular permissions means you control who sees your NeuroPrint, which categories they see, at what level, and for how long:

• Read: They can view the NeuroPrint index for the categories you have allowed.
• Analyze: They can use it for analysis (e.g. team aggregation) within the rules (e.g. minimum group size).
• Full: Broader access, if you choose to grant it (typically owner-only).

You can also restrict by audience role (e.g. only managers, only HR, only team leads) -- so even within an org, only people in the roles you specify can view your shared categories. You can set expiry dates and revoke any grant at any time. So "granular" means: per grantee, per category, per level, per role, and time-limited if you want.

Access logs record every access or attempted access to your NeuroPrint: timestamp, actor, action type (read, analyze, export, update, revoke), organisation context, IP address, and user agent. You can see the audit log for your own NeuroPrint (e.g. GET /api/v1/neuroprint/audit/log). Compliance and security teams may have access to logs for their own org's usage under our RBAC policies, but not to other tenants' data. Logs are retained and used for security, compliance, and dispute resolution.

The index is designed to minimise inference risk by: (1) Showing qualitative descriptors, not quantitative scores -- grantees see "Strong pattern recognition," not "scored 82/100 on AQ." (2) Aggregating multiple assessment results into higher-level composite metrics -- a single index metric like "Resilience" combines data from several dimensions. (3) Omitting clinical terminology and diagnostic thresholds entirely. (4) Using strengths-based language rather than deficit framing. However, no system can completely prevent inference. If you are concerned about a specific category revealing too much, keep it private or review it with the preview tool before sharing.

No. When you share with your manager, that grant is for that person's use under our terms. They cannot re-share your NeuroPrint with others or sub-delegate access. If you discover this has happened, contact us immediately -- this is a terms violation we take seriously. Only you can create or revoke grants. If your manager leaves or you revoke access, they (and anyone who might have seen it only through them) lose access.

Yes. You can revoke any grant at any time. Revocation is immediate and cryptographic: when you revoke, all 8 per-category vault secrets are destroyed and re-created with fresh keys. The old encrypted data becomes mathematically unreachable -- the grantee's previous access keys no longer work. This is not just a flag in a database; it is key destruction. This is a core design principle: revocable rights with cryptographic enforcement.

Yes. Your NeuroPrint has 8 distinct categories -- so you are unlikely to expose anything you don't want to. In any category you share, they see only the NeuroPrint index (strengths and preferences), never your raw answers. The system supports category-level sharing: you choose which categories the grantee can see. For example you might share only Communication Style (preferred methods, feedback style, meeting preferences) and Productivity Patterns (energy, focus, breaks), and keep Learning Preferences, Accessibility Needs, and more sensitive categories (e.g. Psychological Assessments, Neurodiverse Characteristics) private. Categories are designed to be meaningfully separable -- sharing Communication does not expose your Psychological Assessments, and sharing Productivity does not reveal Neurodiverse Characteristics screener data.

When that person's account is deactivated or removed, their access to your NeuroPrint ends. You can also revoke their grant at any time before or after they leave. We do not automatically transfer their access to their successor; you would need to create a new grant if you want to share with someone else.

Yes. You can create different grants for different people or roles -- each with its own scope (categories), level (read/analyze/full), audience roles, and expiry. So in practice you can have "version A" for your manager (e.g. Communication + Productivity only, read level) and "version B" for HR (e.g. Accessibility Needs + Work Style, read level), by granting different sets of categories to each.

Yes. Your profile view shows both your detailed results (for you) and the NeuroPrint index summary (what others would see). Use the preview feature to see exactly what a specific grantee will see based on the categories and permission level you have selected. That way you can confirm nothing unintended is included before confirming the share.

You decide who has access. If two people (e.g. your direct manager and a matrix manager) have different views on how to use your NeuroPrint, that is an organisational and relationship matter -- we don't mediate. You can: (1) Grant (or revoke) access independently to each person; (2) Share different categories with each if that fits your situation; (3) Use your audit log to see who accessed what and when, if you need to document or escalate. We recommend discussing expectations with each manager and only sharing what you are comfortable with.

You can revoke access at any time; revocation is immediate and cryptographic (keys are destroyed and re-created). The grantee can no longer see your NeuroPrint from that moment. They may have already read or noted the index summary -- we cannot erase that. For future projects you can create a new grant with a different scope (e.g. fewer categories) or choose not to share. There is no "undo" for information already viewed; the control you have is over ongoing access.

You have one NeuroPrint per account; we do not support multiple separate "personas." You can, however, choose what to share per grant: you might share only Communication and Productivity categories at work and keep Psychological Assessments or Neurodiverse Characteristics private -- which effectively presents a "work-relevant" slice. Because the NeuroPrint index uses strengths-based language (not diagnostic labels), even the categories you share describe what you are good at, not what might be "wrong." We encourage authenticity where safe; the product supports both full transparency and strategic disclosure within a single profile.

We use minimum group-size rules (e.g. cohort >= 5) before showing aggregated analytics, so that patterns cannot be used to infer individuals in small teams. The exact threshold may vary by product area (e.g. Pulse vs. NeuroPrint) and is documented in our analytics and compliance docs. Managers and HR see anonymised aggregates only when these rules are met.

We mitigate this by: (1) Minimum group size (e.g. 5) before showing team-level analytics; (2) Collaborative consent for very small teams (e.g. 1--4) -- team-level features may require unanimous consent; (3) No raw individual data in manager/HR views -- only aggregates and trends. Example: In a team of 6 where 5 people have shared, we would show trends only if the pattern appears in at least 5 people and is not unique to any subset smaller than 5, to avoid identifiability. We document these rules in our analytics and privacy specs so that small teams are protected.

Team analytics include anonymised metrics such as: adoption and completion rates (learning, Pulse, NeuroPrint uptake); engagement and trend summaries; aggregated preference patterns (e.g. "X% prefer written follow-ups"); well-being and pulse trends where consent is given; and compliance-relevant summaries (e.g. training completion). Exact metrics are described in our Analytics API and product docs. No individual NeuroPrint content is exposed in these views.

Access is role-based: typically managers for their teams and HR for org-wide views, with Enterprise Admin for org-level configuration and billing. All see only anonymised, aggregated data in line with minimum group size and consent rules. Individual NeuroPrint data is never exposed through team analytics; only you and people you explicitly grant can see your NeuroPrint index.

Team analytics are intended for inclusive design, support, and compliance (e.g. training completion, accommodation trends) -- not as a substitute for performance evaluation. We do not design or recommend using NeuroPrint or pulse aggregates as the basis for performance ratings or punitive actions. If an organisation uses our data in reviews, that is their policy decision; we provide the data in an anonymised, aggregate form and expect it to be used ethically and in line with employment law.

Sharing is optional. You are not required to share your NeuroPrint to use the platform (learning, self-advocacy, your own profile). If your team or manager encourages sharing and you prefer not to, you can: (1) Decline without penalty -- we do not allow employers to require sharing; (2) Share only categories you are comfortable with (e.g. Communication only); (3) Use self-advocacy materials to explain your preferences without granting access. Team analytics may show aggregate adoption (e.g. "5 of 8 have shared") but we do not expose who has or hasn't shared to managers (to reduce peer pressure and protect privacy).

We balance transparency with privacy. You typically cannot see a list of "who has shared" on your team -- that would expose others' choices and could increase pressure. You may see aggregate adoption (e.g. "5 people in your team have created a NeuroPrint") where the minimum group-size and consent rules are met, without identifying individuals. Exact behaviour is documented in the analytics and privacy specs for your product version.

If enough people revoke access or consent, aggregated analytics for that team may no longer meet the minimum group-size threshold -- so team-level views may show "Not enough data" or similar instead of trends. We do not retain or display previously aggregated data in a way that would re-identify individuals after revocation. This protects people who revoke from being inferred from historical aggregates.

NeuroPrint is designed to support the accommodation process, not to replace it. It can help you and your employer by: (1) Providing a consistent, documented profile of preferences and needs; (2) Enabling export of evidence (e.g. summaries, timestamps) for accommodation requests; (3) Supporting audit trails of how information was used. Whether it "satisfies" ADA in a given situation depends on how your employer uses it within their obligations (interactive process, reasonable accommodation, etc.). We recommend employers use NeuroPrint as one input within a proper accommodation process and legal advice.

You can export your NeuroPrint data (JSON or other formats) including your full assessment responses and scores (for your records), the NeuroPrint index summary, and audit logs of who accessed what. We also maintain audit logs of access and actions that can support transparency (e.g. "this was shared with HR on this date"). We do not provide legal advice; you or your employer may need to combine this with other evidence (e.g. medical documentation) as required by your jurisdiction.

Neuroclusive can be used alongside existing HR systems. We do not replace your HRIS or accommodation workflow. Integration options (e.g. SSO, SCIM, or future Slack/Teams integrations) are documented in our deployment and integration docs. NeuroPrint data stays in Neuroclusive unless you or your org explicitly export or integrate it; we do not push raw NeuroPrint data into third-party HR systems without clear consent and contracts.

Audit logs are maintained with timestamp, actor, action type, organisation context, IP address, and user agent in a way designed to support compliance (SOC 2, ISO 27001) and regulatory review. Whether they are "admissible" in a specific legal or regulatory proceeding depends on jurisdiction and context. We design and retain logs so they can be used as evidence where appropriate; legal admissibility is a matter for your legal team.

Using Neuroclusive does not automatically protect employers from discrimination claims. It can support inclusive practices and documentation (consent, access logs, accommodation-related evidence). Protection depends on how employers use the tool: consistent processes, no coercion to share, no misuse of data, and compliance with ADA and local laws. We recommend employers use NeuroPrint within a clear policy and with legal guidance.

We take legal process seriously. If we receive a valid subpoena, court order, or other lawful request, we will respond in line with our legal obligations and privacy policy. We will notify affected users where legally permitted. Data is stored in a way that allows us to identify and produce what is legally required (e.g. per user, per org) without disclosing more than necessary. Exact procedures are set out in our terms and compliance documentation.

No. Completing or sharing a NeuroPrint does not reduce or replace your right to request accommodations. It can support that process by giving you and your employer a documented profile to inform the interactive process. Some people worry that "creating a record" might make future requests harder -- we design the opposite: the record is yours to export and use as evidence, and we do not share it with employers unless you grant access. Your employer cannot see your NeuroPrint unless you choose to share; they also cannot use "you didn't share" as a reason to deny a separate accommodation process. NeuroPrint is additive, not a replacement.

We do not support requiring NeuroPrint as a condition of hiring or pre-employment screening. That could create discrimination risk (e.g. screening out neurodivergent candidates) and conflicts with our design: NeuroPrint is for existing employees and individuals to understand and communicate their preferences, not for selection. If a recruiter or employer asks you to complete or share a NeuroPrint before or as part of hiring, you are not obligated to do so. We do not provide features that allow employers to require NeuroPrint for job applicants.

Training content is created and managed by Neuroclusive (content and ops teams) and delivered through the Neuroclusive learning platform. Some content may reference external evidence or standards; authorship and ownership are documented in the platform and in our content versioning/audit trail.

We aim for evidence-based content where applicable: learning design, neurodiversity, and inclusion topics are aligned with published research and established frameworks. Specific citations and methodology are documented in our content and in the NeuroPrint Scientific Reference. Some modules may include illustrative examples or scenarios that are not themselves peer-reviewed studies.

Duration varies by module (e.g. 15--45+ minutes). Each module or lesson should indicate estimated time. You can complete at your own pace in most cases.

Yes. We provide role-appropriate learning: content for managers (e.g. inclusive leadership, how to use team analytics, supporting accommodations) and for individual contributors (e.g. self-advocacy, using your NeuroPrint, learning preferences). HR and Enterprise Admin may have additional modules on compliance, reporting, and configuration.

Whether training is mandatory is set by your organisation (e.g. required modules, completion targets). From the platform's perspective, you can have assigned modules and deadlines; we do not force any individual to complete training, but your employer may have their own policies.

We offer completion badges and progress tracking (e.g. accreditations) within the platform. Whether we offer formal certifications (e.g. externally recognised credentials) depends on product roadmap and partner arrangements; current offering is documented on the product and pricing pages.

The free plan includes: basic LMS access, NeuroPrint creation and storage (encrypted vault with all privacy controls), self-advocacy tools (guides, sharing), and core learning. NeuroPrint create/edit/share is included on free -- your privacy and control over your data does not require a paid plan.

Most individuals find the free plan sufficient unless they need org-level features. You need a paid plan when you want organisation-level features such as: team dashboards, analytics, advanced reporting, SSO, compliance/audit features, or higher AI usage. Individual use of NeuroPrint and self-advocacy remains available on the free plan.

Pricing is per-seat (per-person) at the organisation level: the organisation pays for each user (or each licensed seat) on a paid plan. Free tier is per user without org payment. Exact model (per-user/month, minimum seats, etc.) is in our Stripe/pricing documentation and on the public pricing page.

Typical split: Free = basic LMS, NeuroPrint, self-advocacy. Team = team dashboards, analytics, report export. Business = SSO, compliance, advanced analytics, audit trail, DEI reporting, ROI analytics. Enterprise = custom terms, full feature set. The authoritative list is the plan-feature matrix in the backend and on the pricing page (single source of truth).

We offer Individual Pro in some configurations -- where an individual can subscribe for premium features (e.g. full NeuroPrint, unlimited Pulse, AI tutor, task intelligence) even if their employer does not have a paid org plan. Availability and price are on the pricing page.

Trial availability (e.g. 14-day org trial for Team/Business) is defined in our GTM and pricing docs and may be configurable by ops. Check the current pricing and sign-up flows for up-to-date trial terms.

Enterprise plans (custom seats, SLA, dedicated support, custom integrations) are priced and scoped on a case-by-case basis. Contact us via the pricing page or sales contact for a quote and feature list.

Both are supported: individuals can sign up on the free plan and create their NeuroPrint and use self-advocacy without any org; organisations can roll out company-wide with SSO, assignments, and team analytics. Typical path is org signs up, invites members, assigns learning and (optionally) encourages NeuroPrint creation and sharing. We support both bottom-up and top-down adoption.

You can use Neuroclusive fully as an individual: create your NeuroPrint, use self-advocacy tools, and complete learning without anyone else on your team using it. Your data stays yours. You only share if and when you choose. Team analytics and manager views only become relevant when more people participate and consent; your own use is still valuable for your learning and self-advocacy.

Implementation support (onboarding, SSO setup, rollout guidance) is offered as part of paid plans (e.g. Business, Enterprise) or as add-ons. Scope and response times are in the relevant contract or statement of work. Free and Team tiers may have self-serve docs and standard support only.

It depends on scope: basic setup (org created, users invited) can be done in a day; SSO and SCIM may take days to a few weeks depending on the identity provider; full rollout (content assignment, training, NeuroPrint adoption) is typically phased over weeks. We document steps in our deployment and onboarding guides.

Slack integration (e.g. bot, notifications) is documented in our integration docs; Teams and other tools may be on the roadmap. Current integration status is in the product and integration documentation. NeuroPrint data is not automatically sent to these tools; any sharing is via explicit user or org actions and consent.

Neuroclusive can coexist with other tools. We do not require you to replace existing assessments or accessibility workflows. NeuroPrint can complement other tools by providing a single, shareable, revocable profile that stays under your control.

Neuroclusive is designed to be flexible across jurisdictions, but employment and accommodation law is local. We provide tools (consent, audit, export, revocation) that support GDPR, ADA-style accommodation, and similar frameworks; we do not give legal advice. Employers should use NeuroPrint within their own jurisdiction's rules. Our compliance framework (SOC 2, ISO 27001) and data residency options are documented for enterprise customers.

Supported languages and locales are documented on the product and help site. We aim to support major languages for the UI and key content; assessment instruments may be available in multiple languages where validated versions exist. Check the current language list and roadmap for your region.

NeuroPrint is used globally; disclosure and stigma around neurodiversity vary by culture. The product supports you choosing what to share and with whom -- so you can align sharing with your comfort and local norms. We do not require disclosure of any dimension; you can use NeuroPrint for personal insight and self-advocacy without sharing neurodiversity-related categories. Training and content are designed to be inclusive of different perspectives; we welcome feedback on cultural relevance.

NeuroPrint is based on established, validated instruments and frameworks: VARK (learning style, Fleming & Mills 1992), Big Five BFI-44 (personality, John et al. 1991), ASRS (ADHD, Kessler et al. 2005), AQ (autism, Baron-Cohen et al. 2001), plus custom questionnaires and performance-based cognitive tests (Go/No-Go, CPT-Lite based on published adult CPT norms). All scoring formulas, normalization procedures, and references are documented in the NeuroPrint Scientific Reference.

The assessment methodology (selection of instruments, scoring, normalization, mapping to NeuroPrint dimensions and the 20 index metrics) was developed by Neuroclusive, in line with published research and clinical norms where applicable. External references and validation sources are cited in the Scientific Reference document.

Our instruments are based on validated, published tools (e.g. ASRS, AQ, Big Five). Workplace application (e.g. use of NeuroPrint for accommodations and team design) is an ongoing focus; we document intended use and limitations. We do not claim clinical validation of "NeuroPrint" as a single diagnostic; we claim transparent, documented methodology and alignment with established instruments.

NeuroPrint can change over time. You can retake assessments, update preferences, or add/remove information. We support versioning and updates so your profile can reflect your current understanding of yourself. Some dimensions may be more stable (e.g. personality) and others more adaptable (e.g. current work preferences). Each metric's confidence level (low/medium/high) reflects how recently and thoroughly that dimension was assessed.

Yes. You can update your NeuroPrint by re-taking assessments, editing categories, or adding notes. Updates are stored in the vault; you control when to refresh what you have shared with others. Deep tests override Quick Scan scores and promote confidence from "low" to "high" for the affected dimensions. We encourage periodic review so your profile stays useful.

If we update scoring algorithms or add new instruments, we document changes in the NeuroPrint Scientific Reference and release notes. Existing NeuroPrint data is not automatically invalidated -- your stored profile remains available. Whether you should retake depends on the change: minor tweaks may not require it; major methodology changes may be communicated with a recommendation to retake that category. We will communicate material changes to users (e.g. in-app or email) and will not change your existing shared grants without your awareness.

When we make material methodology or product changes that affect what grantees see, we aim to notify you (the owner) so you can decide whether to update your NeuroPrint or adjust sharing. If you update your NeuroPrint after a change, grantees will see the new index data only when they next access it, within the scope of their current grant. Note: if you update your NeuroPrint (e.g. retake assessments), the index people see through existing grants will reflect your updated data on their next access. If you make significant changes and want to control what people see, consider revoking and recreating grants with specific categories.

Cognitive workspaces has two meanings in Neuroclusive:

1. The working model: your environment and context (physical, digital, and social) can be aligned with your cognitive profile -- focus needs, energy patterns, communication style.
2. The actual product UI model: Neuroclusive is organized into a personal workspace plus separate organization/team workspaces for each org you belong to, so your individual profile and your team contexts can be managed distinctly.

In practice, Neuroclusive helps you identify preferences (via NeuroPrint) and, where you choose to share, helps teams design "workspaces" (meetings, tools, norms) that work for more people.

Concrete examples:

• Sarah shared her Communication Style and Productivity Patterns with her manager. Her index showed "Prefers written agendas" and "Deep focus: mornings." Her manager adopted agenda-in-advance and written summaries after meetings for the whole team.
• James shared his Productivity Patterns so his team could see "Low-energy window: 2-4pm." They stopped scheduling brainstorms in that slot.
• Maria exported her Communication Style and Accessibility Needs categories for an accommodation meeting and used them to agree on "no surprise calls" and async check-ins.

Self-advocacy guides are generated from your NeuroPrint and give you ready-to-use language and suggestions for requesting workplace adjustments. They typically include: (1) Short summaries of your relevant strengths and preferences from the NeuroPrint index (e.g. "Strong pattern recognition; works best with written briefs"); (2) Concrete "ask" examples (e.g. "Please send agendas 24 hours ahead," "I work best with written follow-ups," "I need 10-minute breaks between meetings"); (3) Optional one-pagers you can share in 1:1s or accommodation discussions. They are yours to edit and use; they are not automatically shared unless you choose to share your NeuroPrint or attach a guide. They supplement -- not replace -- formal accommodation processes.

You can: (1) Reference it yourself when planning your day (e.g. schedule focus blocks in your high-energy window, plan breaks using your distraction triggers); (2) Generate self-advocacy guides to use in 1:1s or accommodation discussions; (3) Share selected categories with your manager so they can adapt meeting format or communication; (4) Use it in learning so recommended content and pace fit your profile. It is a practical lens for "how I work best," not a one-time report.

Yes. NeuroPrint captures communication style, meeting preferences, and productivity patterns. You can use this to request specific accommodations (e.g. agenda in advance, written follow-ups, camera-off option, focus blocks). The NeuroPrint index presents these as strengths and preferences (e.g. "Performs best with structured agendas," "Prefers async over synchronous updates") which makes accommodation conversations easier and less stigmatising. It supplements formal accommodation processes; it does not replace them.

It supplements them. NeuroPrint gives you and your employer a clear, documented picture of preferences and needs that can inform the interactive process and accommodation decisions. Formal processes (e.g. HR, medical documentation where required) remain the responsibility of the employer; we provide tools and evidence to support that process.

NeuroPrint describes how you work best, not whether you can do the job. If there is tension (e.g. job demands constant interruptions; your profile suggests focus blocks), the goal is to use the profile to explore adjustments (e.g. "focus hours," async updates) rather than to disqualify you. We encourage employers to use it for reasonable accommodation and role design, not for screening out. If you feel your employer is misusing it, see "Support & Troubleshooting" below.

NeuroPrint includes dimensions and screeners relevant to ADHD (ASRS, 24 questions), autism (AQ, 50 questions), and dyslexia/dyspraxia/dyscalculia indicators where implemented. It is designed to be inclusive of multiple neurotypes and to avoid a single "neurodivergent" label -- preferences and traits are presented as dimensions and strengths, not binary diagnoses. Exact coverage is in the NeuroPrint Scientific Reference and question bank docs.

NeuroPrint focuses on cognitive, learning, and neurodevelopmental dimensions (and established screeners for ADHD, autism, etc.). It is not a mental health assessment (e.g. anxiety, depression). We do not diagnose or treat mental health conditions. If your mental health affects your work, we encourage you to use appropriate professional support; NeuroPrint can still be used for cognitive and communication preferences in parallel.

NeuroPrint cannot: (1) Diagnose any condition; (2) Replace clinical or occupational assessment; (3) Guarantee any particular accommodation outcome; (4) Prevent an employer from misusing information (we provide controls, cryptographic revocation, and audit; enforcement is policy and law). It can give you a structured, shareable, revocable profile that presents your strengths to support self-advocacy and inclusive design.

No. NeuroPrint is a tool to clarify preferences and support communication and accommodation. Occupational therapy and workplace coaching are professional services that may use such tools as input but involve assessment, treatment, and ongoing support we do not provide. We recommend using NeuroPrint alongside professional support when needed.

You can edit or update your NeuroPrint: add notes, re-take assessments, or adjust categories. The profile is yours to refine. Each index metric includes a confidence level (low/medium/high) -- if a metric has low confidence, completing a deeper assessment for that dimension will improve accuracy. If you believe a scoring or technical result is wrong (e.g. bug, wrong formula), contact support with details (e.g. assessment ID, session) and we will investigate. We do not override your right to describe yourself; we can fix technical errors.

Escalation path: (1) Revoke access immediately -- this is cryptographic; they lose all ability to view your data from that moment. You can restore it later if you choose. (2) Document what happened using your NeuroPrint audit log (who accessed what, when, from what IP). (3) Contact support at the address on our website or in-app with Misuse Report in the subject line. (4) We will investigate within the timeframe stated in your plan (typically within 5 business days for paid plans) and can provide log evidence to support your case. We also recommend raising the issue with your manager or HR using our self-advocacy materials if helpful, and escalating under your employer's discrimination or privacy policy. We take misuse seriously.

Contact Neuroclusive support (see contact details on the website and in-app). For data protection (e.g. GDPR, DPA), you can also use the contact point given in our privacy policy or data processing agreement. We will acknowledge and investigate reported privacy concerns and respond within the timeframes stated in our policies.

We offer customer support; scope and response times depend on your plan (e.g. Free vs. Enterprise). Typical targets (e.g. first response within 24--48 hours for paid plans) are documented in your contract or on our support page. Critical security or privacy issues are prioritised. Check the current support page and your plan terms for exact SLAs.