Frequently Asked Questions

Neuroclusive is the Enterprise Neuroinclusivity System (ENS): Recognition through neuriprint™, Enablement that builds capability, and Action that adapts work and delivers Cognitive ROI, with Governance underpinning all three through the ENS Neuro Trust Layer.

If you are an HR leader, start by measuring the Neuroinclusivity Gap and identifying where Typical Logic is creating cases. If you are an individual, start with your free neuriprint™: a private map that belongs to you for life.

The ENS is bought by enterprises that need to close the Neuroinclusivity Gap. Individuals own Recognition through neuriprint™; enterprises invest in Enablement and Action, underpinned by Governance, to turn consented insight into better work. The same blueprint applies to the individual and the organization. Enablement covers every person in the organization, not only managers and HR, because the gap is created in every meeting, team, and task.

Create your neuriprint™ (10 protected categories) to understand how you work best. Use Translate for private conversation drafts. When you want a durable artifact, your Workplace Pack holds an approved Collaboration Guide. Separately, you can create a purpose-bound neuriprint™ disclosure for a line manager, HR, or leader after Preview & confirm. Private Translate drafts never become part of your Collaboration Guide.

neurilinx is a Personal product for a small, intentional working circle. You invite one person at a time. They accept or decline. Each Connection stays mutual. Open Overview, Signals, your circle, Requests, or Add connection from neurilinx. When both people authorize reviewed Strengths for that Connection, a Neuro Playbook can appear to help you work together. neurilinx is not shown in organization For me or Responsibility.

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 ownership of your neuriprint. Each share is purpose-bound and requires your approval; organizations do not inherit your recovery authority.

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.

SDARC is the Sovereign Delegated Access and Revocation Chain protocol and A Neuroclusive Technology. It is designed to bind protected recovery to owner-approved authority and current revocation state. Runs the SDARC engine locally with sample data. Try the SDARC check.

In the SDARC design, the owner is the root of authority. Protected recovery must match the recipient, purpose, scope, and current authority the owner approved.

The SDARC design requires revocation to end future protected recovery through Neuroclusive. Try the SDARC check with sample data: revoke one grant, revoke the Child, then restore that same Child with its Parent. The engine checks that the revoked grant stays denied while valid access resumes. Revocation cannot recall guidance a recipient has already seen or retained.

Yes. Sharing is optional. You can complete modules, track progress, and use personal recommendations without creating any neuriprint™ disclosure.

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

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

Organizations pay for ENS Enablement and Action, underpinned by Governance. neuriprint™ is free to the individual and remains theirs whether or not an employer subscribes.

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

Your personal account and neuriprint remain yours. Organization-only features may pause, but your individual data ownership, recovery authority, and ability to revoke shares do not transfer away from you.

A neuriprint is your personal, encrypted profile of how you think, work, and communicate -- built from questionnaires based on established, validated research instruments, performance-based cognitive tests, and optional webcam neurocognitive attention assessments. It is not a single blob of test results. Your neuriprint has 10 independently protected categories:

1. Cognitive Profile
2. Personality
3. Neurodiversity
4. Communication
5. Productivity
6. Learning
7. Accessibility
8. Work Style
9. Work Pattern
10. Strengths Index

You create a purpose-bound disclosure: who can use it (line manager, HR, or leader), what purpose (for example adjustments, meeting design, or casework), and which sections to include. You preview exactly what they will see, then approve the share on your device. Recipients get directed, purpose-shaped guidance -- plain-language preferences, practical recommendations, and (for adjustment or casework purposes) a strengths index projection where relevant -- never your raw questionnaire answers and never keys they can keep or pass on. Your neuriprint is owned by you for life. Unlike generic workplace assessments, neuriprint is designed for granular, revocable sharing and accommodation-friendly outputs without requiring a clinical diagnosis.

It depends on the purpose you approved. Recipients do not get a free browse of your profile. The system shapes what they see.

Typical adjustment or casework shares can include:

• Plain-language preferences for the sections you selected
• Practical collaboration and adjustment recommendations
• A projected Strengths Index (strengths-based metrics with confidence, rationale, and use cases) when that purpose includes it
• Optional diagnosis disclosure only if you explicitly opted in and shared Neurodiversity

Meeting design is narrower: structural preferences only (for example captions, agenda, pacing, format). It does not include adjustment suggestion playbooks or an index projection.

What recipients NEVER see:

• Your specific answers to assessment questions
• Raw assessment scores used as numbers for them to interpret
• Raw camera video or gaze streams (only derived attention metrics may inform your profile)
• Encryption keys, Recovery Kit material, or anything they could use to reopen your profile later
• Categories or facets you did not include in that share

Grantees do not interpret your profile. The system does. They receive guidance on what to do.

neuriprint’s Strengths Index brings together 20 workplace-strength metrics on a −5 to +5 scale, with evidence confidence and practical interpretation for each result. It is one of your 10 protected categories. Negative values describe lower expression of a pattern, not lower ability or worth. The scale does not rank people against one another. Low confidence means foundation or limited supporting evidence; medium means growing evidence; high means stronger evidence coverage. These labels describe evidence depth, not ability or certainty that a result is correct. You see your own results; a recipient receives only the purpose-shaped guidance you choose to share. Read about the Strengths Index.

neuriprint is a self-assessment and workplace map, not a clinical diagnostic tool. It includes questionnaires based on established, validated research instruments, cognitive performance tests, and optional webcam neurocognitive attention assessments that inform workplace results. These are informational and supportive, not a substitute for a formal diagnosis. You do not need a formal diagnosis to use neuriprint. Many people use it to understand their preferences and to communicate needs at work without ever seeking a diagnosis.

neuriprint supports you day-to-day by: (1) Personalising learning -- content and pacing can align with your learning preferences and cognitive profile; (2) Self-advocacy -- Translate drafts and your Workplace Pack Collaboration Guide help you prepare workplace conversations in your own words; (3) Optional purpose-bound sharing -- you can disclose selected sections to a line manager, HR, or leader for a specific purpose, after preview and approval. They receive guidance on what to do, not data to evaluate. 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: Managers receive system-generated recommendations for meetings, communication norms, and workload design. The ENS makes the inference. The manager acts on it. They never see raw assessment data and are never asked to interpret a profile.
• 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.

neuriprint is for everyone. It covers learning style, communication, productivity patterns, and personality dimensions that apply to any worker. The Neurodiversity category is optional -- you can skip it entirely or complete it and keep it private. The same profile supports anyone who wants to work more effectively and communicate their preferences -- neurodivergent or not.

Your neuriprint starts with 1st Assessment and builds over time. There are sixteen assessments, including the optional desktop Visual search assessment. You can complete the fifteen follow-on assessments in stages. See all sixteen assessments.

SDARC is the Sovereign Delegated Access and Revocation Chain protocol developed by Neuroclusive. It is designed to bind protected recovery to owner-approved authority and current revocation state.

The check runs the SDARC engine locally with fresh encrypted sample data. It tests access, revokes a grant, revokes the Child, then restores that same Child with its Parent. Try the SDARC check.

The engine tests that the individually revoked grant stays denied after Child restoration while the valid grant resumes. You can also inspect a sample signed proof. Revocation cannot recall guidance a recipient already saw or retained.

By default, only you. Each of your 10 categories is protected separately. You never share "the whole thing" unless you choose to. Sharing uses a purpose-bound disclosure: you pick the person (or role), the purpose, and the sections, preview the result, then approve it on your device. Recipients see directed guidance for that purpose, not raw assessment data. No one -- including your employer, managers, or Neuroclusive staff -- can open a share unless you authorize it. Default visibility is private.

No root recovery key is held by Neuroclusive. When you claim ownership of your neuriprint, your recovery authority is created on your device. You protect it with the secure screen built into your device (Face ID, Touch ID, or passkey where supported) and an independent Recovery Kit that you save yourself. Neuroclusive keeps only what is needed to verify that a share or recovery action came from you. That is not enough for staff, systems, or an employer to create access, reopen a revoked share, or recreate your recovery authority without you.

We store what you provide or generate through the product:

1. Your private profile data (never shared without a disclosure you approve): Assessment responses, raw scores, and detailed test session results.
2. Optional neurocognitive attention signals: If you run a webcam attention assessment, we use derived attention metrics only. Camera video and raw eye tracking samples are processed in your browser. They are not uploaded as assessment records or shared with recipients. Tracking ends and local tracking data is cleared when you stop or leave the assessment. Derived metrics are retained with the assessment result under its consent and retention controls. Eye tracking and retention.
3. Your Strengths Index: 20 strengths-based metrics with confidence levels, rationales, and use cases (one of your 10 protected categories).
4. Disclosures you create: Who you shared with, role (line manager, HR, or leader), purpose, selected sections, preview confirmation, and expiry or revoke state.
5. Audit trail: Access events with timestamp, actor, action type, IP address, and user agent -- for compliance and your own review.

When you approve a share, we release only the purpose-shaped guidance for the sections you selected -- not your raw answers, and not keys a recipient can keep. 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 neuriprint unless you explicitly authorize a share. Employers, managers, and Neuroclusive systems cannot bypass that approval or create access on your behalf. If an employer mandates "use Neuroclusive" as a tool, they still cannot force you to share your neuriprint with them.

Creating a neuriprint 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 authorize 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 neuriprint as a condition of employment.

Your neuriprint 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 authorized for the organization (or for people in it) can be revoked by you at any time; (3) After revocation, that access ends for ongoing use and cannot be quietly restored without a new share you approve. We do not transfer ownership of your neuriprint to your employer when you leave.

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

Your neuriprint is account-based, not employer-based. When you join a new employer, you use the same account (or link the same identity); your neuriprint travels with you. You choose whether to authorize a new share for the new org or for specific people there. There is no separate "transfer" step -- previous employer access does not follow you, and a new workplace only sees what you newly approve. 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 section and purpose (not one single blob), and recipients only see purpose-shaped guidance (not your answers), it is unlikely anyone will see something you didn't intend. You explicitly pick which sections each disclosure includes -- sharing Communication does not open Personality, and sharing Productivity does not reveal Neurodiversity. If you did authorize a section you didn't mean to: (1) Revoke the disclosure immediately to stop further access. (2) Create a new disclosure with only the sections and purpose you want. (3) Anyone who already saw the guidance may have retained it (e.g. notes); we cannot erase what was already viewed. Always use Preview & confirm before you approve a share on your device.

You can revoke all shares so that no one else has access, while keeping your neuriprint. That effectively "hides" it from others without deletion. There is no separate "pause" state that leaves existing shares usable; revocation stops ongoing access immediately (see Can I revoke access after I've shared it?). You can later authorize a new share if you choose.

Yes. You can request full deletion of your neuriprint and associated data (GDPR "right to erasure"). Deletion retires active access authority, removes the profile and shares, and is irreversible once completed. We will confirm what will be removed before completing the request. Information someone already viewed outside the product (for example notes they made) cannot be recalled.

neuriprint data is protected by multiple layers:

• SDARC protected design: SDARC is designed to require current authority matching the approved recipient, purpose, scope, and current state before protected recovery. Try the SDARC check with sample data.
• Owner-held recovery authority: Your root recovery material stays on your side (device passkey and/or Recovery Kit). Neuroclusive cannot recreate it.
• Per-category encryption: Each of your 10 categories is encrypted and protected separately. Sharing Communication does not open Neurodiversity or Personality.
• Owner-approved disclosures: Every share requires your approval after preview. A Neuroclusive system login alone is not enough to create access for someone else.
• Purpose-bound access: Each disclosure is limited to the person or role, sections, and purpose you approved, and access is checked every time it is used.
• Derived results only: Recipients receive directed guidance for that purpose, not raw answers and not keys they can keep or pass on.
• Revocation requirement on protected paths: The design requires revoking a share to end future protected recovery through Neuroclusive. It cannot recall guidance already seen or retained. Details and the evidence boundary are in Can I revoke access after I've shared it?.
• TLS 1.3 for all API and web traffic.
• The platform is working toward SOC 2 and ISO 27001 readiness. It is not currently represented as certified or as having completed a SOC 2 Type I or Type II examination. Current control status is tracked internally and available to enterprise customers under NDA.

We do not sell your neuriprint or personal data to third parties. We do not share it for advertising or marketing. Any sharing is either (1) you-controlled (you authorize a purpose-bound disclosure or Workplace Pack share), 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 request a portable export of your neuriprint for your own records. For owners who have claimed Privacy & Access, that export is a derived, portable package suitable for data-portability requests. It is not a dump of encryption keys or Recovery Kit material, and it is not a way for someone else to reopen your live profile. Recipients of a share cannot export your raw assessment answers or recovery material. Separately, your Workplace Pack Collaboration Guide can be exported in document formats after you approve that artifact. Export is part of our commitment to data portability and GDPR-style access.

In the current product, granular control is the disclosure you build:

• Who: a specific person, or a role-shaped audience (line manager, HR, or leader)
• Purpose: for example adjustments, meeting design, or casework
• Sections: which of your categories or casework facets to include
• Preview: you see the exact recipient view before anything is created
• Time and revoke: shares can expire, and you can revoke at any time

So "granular" means per person or role, per purpose, per section, previewed, and revocable -- not a blank unlock of your whole neuriprint.

Purpose-bound means a share is not a general unlock of your profile. When you approve a disclosure, you are authorizing a specific person or role, specific sections, and a specific reason for use (for example meeting design versus adjustment support). When that person later views guidance, the system checks that the share still matches that exact context, is still current, and has not been revoked or expired. They cannot reuse the share for a different purpose, pass cryptographic access to someone else, or keep keys that reopen your raw data later.

Access logs record every access or attempted access to your neuriprint: timestamp, actor, action type (read, analyze, export, update, revoke), organization context, IP address, and user agent. You can see the audit log for your own neuriprint in-app and via the API for developers. 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.

Shared views are designed to minimise inference risk by: (1) Showing purpose-shaped guidance and strengths language, not raw assessment scores for recipients to interpret. (2) Aggregating multiple assessment results into higher-level index metrics and recommendations. (3) Keeping assessment results separate from diagnosis information that you choose to record or share. (4) Using strengths-based and action-oriented language. However, no system can completely prevent inference. If you are concerned about a specific section revealing too much, leave it out or use Preview & confirm before approving.

You create a purpose-bound disclosure in Sharing:

1. Who -- choose a person and whether they will use it as line manager, HR, or leader
2. Purpose -- for example adjustments with your line manager, meeting design, HR casework, or leader support
3. Sections -- choose which categories or casework facets to include (recommended defaults are a nudge, not a lock)
4. Preview & confirm -- see the exact recipient view, then approve the share on your device

Your private results stay yours. Recipients open a shaped view under Shared with me for that role and purpose. Ownership and recovery live under Privacy & Access (passkey and Recovery Kit). Separately, your Workplace Pack holds an approved Collaboration Guide for portable day-to-day guidance; that is not the same as a neuriprint disclosure.

No. When you share with your manager, that disclosure is for that person's use, for the purpose you approved. They receive directed guidance, not keys or raw answers they can hand on. They cannot re-share cryptographic access or create a new disclosure for someone else. If you discover a terms violation (for example pasting shared guidance into a wider audience), contact us immediately. Only you can authorize or revoke disclosures. If your manager leaves or you revoke access, their ongoing access ends, and we do not automatically pass it to a successor (successor review is a separate, controlled flow when it applies).

You can revoke a disclosure through its owning sharing controls. For SDARC-protected recovery, the design requires:

1. Future protected recovery ends for that person and those sections.
2. Prior access authority is retired by the withdrawal.
3. A new share requires owner approval again after a fresh preview.

The check runs the SDARC engine with encrypted sample data through individual grant revocation, Child revocation, and Parent restoration of the same Child. Try the SDARC check to test that the revoked grant stays denied while valid access resumes.

No. Creating a disclosure requires your approval using your device security (and your Recovery Kit when that path is used). Neuroclusive staff credentials and ordinary system logins are not enough to invent access for an employer, manager, or third party. Support can help you use the product; it cannot authorize a share on your behalf.

Yes. Your neuriprint has 10 independently protected categories, so you are unlikely to expose anything you don't want to. You choose which sections a disclosure includes, and the recipient only gets purpose-shaped guidance for those sections -- never your raw answers. For example you might share Communication, Productivity, and Accessibility for adjustments with your line manager, keep Personality and Neurodiversity private, and use a separate meeting-design disclosure that only covers structural prefs. Categories are meaningfully separable -- sharing Communication does not open Personality, and sharing Productivity does not reveal private assessment data. Casework can optionally add Feedback style and Conflict resolution facets inside Communication, if you include them.

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

Yes. You can create different disclosures for different people or roles -- each with its own who, purpose, sections, and expiry. For example: meeting design for your line manager; a broader adjustment disclosure for HR casework; a narrower section set for a leader. Preview each one before you approve it.

Yes. The disclosure wizard ends on Preview & confirm. That preview is the exact recipient view for the role, purpose, and sections you selected. Confirm nothing unintended is included, then approve the share on your device. Approval is what creates the disclosure; preview alone does not. Your own results page still shows your full private profile separately.

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 neuriprint, that is an organizational and relationship matter -- we don't mediate. You can: (1) Authorize or revoke disclosures independently for each person; (2) Use different purposes or sections for 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 (see Can I revoke access after I've shared it?). From that moment, the recipient can no longer use that disclosure to view your neuriprint. They may have already read or noted the guidance -- we cannot erase that. For future projects you can authorize a new disclosure with a different purpose or fewer sections, or choose not to share. There is no "undo" for information already viewed; the control you have is over ongoing access.

You have one neuriprint per account; we do not support multiple separate "personas." You can, however, choose what to disclose per share: you might share Communication, Productivity, and Work Style at work and keep Personality or Neurodiversity private -- which effectively presents a work-relevant slice. Because shared guidance uses strengths-based and practical language (not diagnostic labels by default), even the sections you share describe what helps you work well. We encourage authenticity where safe; the product supports both full transparency and strategic disclosure within a single profile.

Your Workplace Pack is an employee-owned set of approved guidance for day-to-day collaboration, including a Collaboration Guide you preview and approve. It is portable practical guidance. A neuriprint disclosure is a purpose-bound share of selected neuriprint sections to a manager, HR, or leader. Private Translate drafts do not become part of your Collaboration Guide, and a Collaboration Guide share is not the same grant as an adjustment or meeting-design disclosure. Use each surface for its job.

Your Recovery Kit (and any passkeys you enrolled) is how you prove you are still the owner under Privacy & Access. Restoring your own access recreates your management authority from that recovery material. Disclosures you previously revoked stay revoked after restore. Disclosures that are still active, unexpired, and current can continue. Keep your Recovery Kit somewhere safe and private; Neuroclusive cannot recreate it for you if it is lost.

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. neuriprint) 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, neuriprint 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 neuriprint 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 neuriprint responses are never exposed through team analytics; only you and people you explicitly authorize through a purpose-bound disclosure can see your shared guidance.

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 neuriprint or pulse aggregates as the basis for performance ratings or punitive actions. If an organization 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 neuriprint 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 neuriprint") 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.

neuriprint 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 neuriprint as one input within a proper accommodation process and legal advice.

You can export your neuriprint data (JSON or other formats) including your full assessment responses and scores (for your records), the Strengths 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. SCIM directory-provisioning adapters exist for supported enterprise directories. SAML/OIDC login is not currently implemented, even though sso exists as a plan entitlement. Slack, Teams, and other integrations remain separately governed capabilities. neuriprint data stays in Neuroclusive unless you or your organization explicitly exports or integrates it; we do not push raw neuriprint data into third-party HR systems without clear consent and contracts.

Neuroclusive maintains product-scoped general, Ops, ENS, and Workplace Resolution audit records. Recorded fields and coverage vary by event and product, and automatic middleware does not cover every route or read. These records are designed to support transparency and compliance review. Whether a record is admissible in a specific legal or regulatory proceeding depends on its provenance, jurisdiction, and context; 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 neuriprint 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 neuriprint does not reduce or replace your right to request accommodations. It can support that process by giving you and your employer documented, purpose-shaped guidance 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 authorize a disclosure or Workplace Pack share. Your employer cannot see your neuriprint unless you choose to share; they also cannot use "you didn't share" as a reason to deny a separate accommodation process. neuriprint is additive, not a replacement.

We do not support requiring neuriprint 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: neuriprint 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 neuriprint before or as part of hiring, you are not obligated to do so. We do not provide features that allow employers to require neuriprint 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 on the Science page. 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 neuriprint, learning preferences). HR and Enterprise Admin may have additional modules on compliance, reporting, and configuration.

Whether training is mandatory is set by your organization (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, neuriprint creation and storage (with Privacy & Access controls, purpose-bound disclosures, and Recovery Kit ownership), self-advocacy tools (Translate, Workplace Pack, sharing), and core learning. neuriprint 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 organization-level features such as: team dashboards, analytics, advanced reporting, SSO, compliance/audit features, or higher AI usage. Individual use of neuriprint and self-advocacy remains available on the free plan.

Pricing is per-seat (per-person) at the organization level: the organization 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, neuriprint, 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 neuriprint, 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 neuriprint and use self-advocacy without any org; organizations can roll out company-wide with SSO, assignments, and team analytics. Typical path is org signs up, invites members, assigns learning and (optionally) encourages neuriprint creation and sharing. We support both bottom-up and top-down adoption.

You can use Neuroclusive fully as an individual: create your neuriprint, 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, neuriprint 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. neuriprint 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. neuriprint 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 product-scoped consent, audit, export, and revocation tools that can support governed processes; we do not claim that using the platform alone establishes GDPR, ADA, or employment-law compliance, and we do not give legal advice. Employers should use neuriprint within their own jurisdiction's rules. Our SOC 2 and ISO 27001 readiness status, including open evidence gaps, is 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.

neuriprint 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 neuriprint 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.

neuriprint draws on established, peer-reviewed questionnaires with published validation evidence, alongside proprietary assessments built on well-researched designs. neuriprint scores them in its own way for workplace use. The Science page explains the assessments, scoring approach and selected research. Evidence for the source questionnaires and task designs is separate from validation of neuriprint’s combined scoring model.

The assessment methodology was developed by Neuroclusive, drawing on published research to describe workplace strengths and working style. The Science page explains the approach and links to the selected research.

Published research informs the source questionnaires and task designs. neuriprint applies its own workplace scoring model; evidence for those sources does not establish validation of the combined model. Our ongoing research examines workplace use over time. First results will be published on 1 April 2027, followed by quarterly summaries.

neuriprint 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). Confidence describes the depth of supporting evidence: low is foundation or limited evidence, medium is growing evidence, and high is stronger coverage. It is separate from the strength score.

Yes. You can update your neuriprint by re-taking assessments, editing categories, or adding notes. Updates stay under your protected neuriprint; you control whether and how you refresh disclosures to others. Every assessment keeps its own result. A relevant new result is translated into its fixed slot in the cumulative joint formula, which retains the First Assessment foundation and may increase measured coverage or confidence. No assessment overwrites another assessment or a cumulative trait. We encourage periodic review so your neuriprint stays useful.

If we update scoring algorithms or add new instruments, we explain the approach on the Science page and document changes in release notes. Existing neuriprint 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 disclosures without your awareness.

When we make material methodology or product changes that affect what recipients see, we aim to notify you (the owner) so you can decide whether to update your neuriprint or adjust sharing. If you update your neuriprint after a change, recipients see updated purpose-shaped guidance only when they next access an active disclosure, within that disclosure's sections and purpose. If you make significant changes and want tighter control, revoke the old disclosure and create a new one with the sections you want.

Neuroclusive is the Enterprise Neuroinclusivity System (ENS). Three operating pillars share one Governance foundation. The same blueprint works for individuals and organizations, with different execution:

1. Recognition: neuriprint. A self-sovereign, living cognitive profile that unlocks how a person thinks, focuses and performs at their best. It is free to the individual. It belongs to them, not the employer. Typical Logic prints difference as difficulty. neuriprint reprints it as potential.
2. Enablement: develop people and build capability. Neuro Academy builds practical capability, with learning and support for the whole workforce.
3. Action: adapt work and deliver Cognitive ROI. Task Intelligence brings consented insight into the manager, meeting, workflow, and task where work can adapt.

Governance: the ENS Neuro Trust Layer, underpinning all three. Purpose is defined, access is recorded, and permission is revocable. It turns employee-owned insight into Trusted Intelligence without turning recognition into employer profiling.

Recognition creates insight. Enablement builds capability. Action changes the work. Governance protects the person and governs every use. For the individual, this means private understanding, support, adapted work, and control over sharing. For the organization, it means consented aggregate insight, workforce capability, practical changes, and purpose-bound evidence. No pillar works alone.

Concrete examples:

• Sarah created an adjustments disclosure for her line manager with Communication and Productivity. The system recommended written agendas and morning deep-focus blocks. Her manager adopted agenda-in-advance and written summaries after meetings for the whole team.
• James used a meeting-design disclosure so his manager saw structural prefs only (captions, pacing, format) without a wider adjustment view.
• Maria approved a Workplace Pack Collaboration Guide for an accommodation meeting and agreed "no surprise calls" and async check-ins, while keeping Neurodiversity private.

Self-advocacy support comes from your neuriprint results, Translate (private draft language for conversations), and your Workplace Pack Collaboration Guide (an approved, portable artifact). Typical content includes: (1) Short summaries of relevant strengths and preferences (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) Guidance you can take into 1:1s or accommodation discussions. Private Translate drafts never become part of your Collaboration Guide unless you choose that path. These tools 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); (2) Use Translate or your Workplace Pack to prepare language for 1:1s or accommodation discussions; (3) Create a purpose-bound disclosure for your line manager, HR, or a leader when you want them to receive directed guidance; (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.

Connections is a Personal product for a small, intentional working circle. You invite one person at a time. They accept or decline. Each Connection stays mutual.

From Connections you can open Overview, public Signals in that context, your circle, Requests, and Add connection. When both people authorize reviewed Strengths for that Connection, a Neuro Playbook can appear to help you work together. Connections is not shown in organization For me or Responsibility.

Capacity is limited on purpose. Actions stay Connect, Accept, Decline, and Add connection.

Yes. neuriprint captures Communication, Accessibility, Productivity, Work Style, and related categories. You can request specific accommodations (e.g. agenda in advance, written follow-ups, camera-off option, focus blocks). For a narrow meeting ask, use a meeting-design disclosure. For broader adjustment support, use an adjustments disclosure. Shared guidance presents strengths and preferences in practical language, which makes accommodation conversations easier and less stigmatising. It supplements formal accommodation processes; it does not replace them.

It supplements them. neuriprint 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.

neuriprint 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.

neuriprint includes dimensions and questionnaires based on established research instruments relevant to a range of neurotypes, with additional 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. See the current assessments and selected references.

neuriprint focuses on cognitive, learning, and neurodevelopmental dimensions and workplace questionnaires in those areas. 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; neuriprint can still be used for cognitive and communication preferences in parallel.

neuriprint cannot: (1) Diagnose any condition; (2) Replace clinical or occupational assessment; (3) Guarantee any particular accommodation outcome; (4) Prevent an employer from misusing information they already viewed outside the product (we provide owner-approved sharing, purpose-bound access, cryptographic revocation, and audit; enforcement of misuse 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. neuriprint 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 neuriprint alongside professional support when needed.

You can edit or update your neuriprint: add notes, re-take assessments, or adjust categories. Your neuriprint is yours to refine. Each Index metric includes a separate confidence level (low/medium/high). A relevant additional assessment retains its own result and may add measured coverage or confidence while moving the cumulative value through its bounded slot in the joint formula. It never overwrites the First Assessment foundation or another test. 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 -- ongoing access ends, and prior access authority for the affected categories is retired. You can authorize a new share later if you choose. (2) Document what happened using your neuriprint 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.