Enrolment is a sales funnel, and AI now sells at every step. EnrolIQ scores how AI-run your funnel is, how AI-enabled your paid media is, which tools your team uses, and the capability of the people running it, then names your single constraint.
Advanced capability across the AIQ rubric.
A prospect asks an AI for the best programme in your field and region, reads the answer, and decides, before a single click reaches your funnel.
AEO and AI search are one step, not the whole story. Revenue leaks at every step still run by hand.
Funnel, paid media, stack and team in 8 to 10 minutes. The synthesis names the one constraint holding back enrolment.
Turn your current state into a board-grade estimate of the students and revenue leaking from each process.
Baseline the demonstrated AI capability of any team member on the 200 to 1,000 scale, with the priority to develop.
Admissions AIQ measures the funnel. Educators AIQ measures whether the people running the institution can teach, lead and operate with AI. One assessment, branched by role and segment.
Six dimensions of classroom AI fluency: lesson design, assessment & feedback, integrity, personalisation, classroom ops, professional growth.
Six dimensions of institutional readiness: strategy, policy & ethics, faculty enablement, data & systems, risk, outcomes & ROI.
School teacher · School leader · University faculty · University leadership. Benchmarked against peers in your segment, not a generic average.
From discovery to retention, with your team at the judgement points. Each step has a job, and a place where revenue leaks when it is left manual.
Get found inside the AI answer, before any click. AEO and GEO so models cite your programmes.
Answer in seconds, any hour, any channel. AI chat and voice agents capture the lead and book the call.
Predictive scoring and conversational qualification route hot leads to humans, warm to nurture, cold to retarget.
Behaviour-triggered, personalised journeys keep the undecided warm and re-engage on real signals.
Real-time application support and nudges to complete, with a warm handoff to a human to close.
Proactive pre-enrolment nudges stop accepted students going cold before they arrive.
Guided onboarding through the last mile so the yes becomes a student in a seat.
Early-warning support and referral activation keep students and turn them into the next intake.
Four passes. How AI-run your enrolment funnel is, how AI-enabled your paid media is, which tools you actually use, then the team capability that caps all three. The synthesis names your constraint.
For each stage, pick the option that is true right now. The leaks live in the steps left manual or to chance.
This is the layer most teams leave manual. For each capability, pick what is true across your Google, Meta, and any other active channel.
Tick every tool or practice actually in use today. Unticked items are your gap list, the moves available to you right now.
The engine is only as good as the judgement directing it. Answer for your marketing and admissions team. This returns an AIQ on the 200 to 1,000 scale.
Each pass stands alone, but the four together show the real constraint. A well-optimised paid stack run by a team that cannot interpret the output underperforms. The lowest signal is where the next move is.
Internal scoring uses the AIQ model. Nothing here is stored or sent.
Bands: Passive (200–359) · Exploring (360–519) · Practising (520–679) · Proficient (680–839) · Multiplier (840–1,000).
Give seven figures and your state at each step. Seats are fixed. The audit estimates the lead spend you waste today against an AI-run funnel that fills the same seats from fewer leads.
Six questions, answered honestly for the individual. Returns an AIQ on the 200 to 1,000 scale, the dimension breakdown, and the one thing to develop next. Capability, not confidence.
Bands: Passive · Exploring · Practising · Proficient · Multiplier. Nothing stored or sent. How the score is built.
AIQ is meant to be read, challenged and trusted. This is the rubric in plain words: what is measured, the scale, the bands, and how a score is reached.
AIQ scores demonstrated AI capability, what a person or team actually does with AI, not what they say they can do. It is employer-neutral and portable: the same score means the same thing wherever it travels, like a credit score for AI capability.
Every score sits on one fixed scale, divided into five bands describing how AI changes the work, from no real change to multiplying output.
Passive: AI has not changed the work. Exploring: faster, but the same work. Practising: directed with intent, output verified. Proficient: produces work hard to reach without AI. Multiplier: does the previously infeasible, and lifts others.
A score is a weighted composite across six dimensions, each scored from what the person demonstrates on the same four levels used in the assessment.
| Dimension | What it rewards | Weak | Strong |
|---|---|---|---|
| Direction | Steering AI with clear intent toward a specific outcome | Takes the first output | Designs the approach, knows when to override |
| Workflow | Building AI into repeatable process, so it compounds | One-off use | Orchestrated with documented process |
| Discernment | Telling good output from plausible-but-wrong | Trusts fluent output | Catches fluent-but-wrong reliably |
| Data & ethics | Judging data, bias, attribution and the decision line | Unsure what is safe | Judges bias and where AI should not decide |
| Impact | Turning AI use into a measurable, attributable outcome | Vague time saved | Results not feasible before |
| Adaptability | Absorbing platform change and resetting fast | Waits to be told | Tests and resets before competitors |
The dimensions are weighted, not averaged: Direction, Discernment and Impact carry the most weight, because directing well, judging output and producing real impact separate capability more than the rest. The exact weighting is held in the scoring engine so scores stay comparable over time; what is public is the dimensions, the levels and the bands.
Scores are owned by the person assessed, not the employer who pays to see them. We do not inflate, we do not sell a higher number, and we publish the rubric so the score can be challenged.