Tariq Shaban
Co-Founder & Product & Innovation Director
Organizational psychologist; sixteen years across the Middle East, North America and APAC. Architect of the assessment pipeline.
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◆ Miraai · Assessments, scaled to fit
Miraai builds personality, judgment and reasoning assessments for the jobs you actually hire for. Psychologists design them, AI scales them, and every claim is tested and written down before a candidate ever sees a question.
◆ 01 · What we solve
Off-the-shelf assessments measure the average job, and a custom build has always meant six figures and six months. We build the instrument for your job, from your own material, in weeks. The slow parts of the science, writing, screening and structuring thousands of items, now run at machine speed, and the parts that need a psychologist still get one.
Most vendors use AI to skip the science. We use it to scale the science.
◆ 02 · Personality
Illustrated scenes keep candidates engaged with each item instead of skimming it. Every choice is between two poles of the same trait, so there is no obviously right answer to fake toward. The test measures the Big Five at facet level plus Honesty-Humility, keyed to performance in the role, and the Edge scales catch what a total score hides: the diligent high scorer who delivers, and the one who cannot let go.
◆ 03 · Judgment
Filmed, first-person scenarios built from your own critical incidents. The candidate is the camera: they see the customer, the shift, the pressure, and the moment the decision lands on them. They learn what the job is really like before they accept it, and you learn what they would actually do in it. Every instrument is built in nine signed stages, from your material to delivery.
◆ 04 · Reasoning
Most integrity tools try to catch cheating after it happens. We designed a test where cheating does not pay. The question is only visible while the candidate is holding it. Let go to reach for a phone or another window and it disappears while the clock keeps counting. Working the answer out is faster than outsourcing it, so candidates stop trying, and the way they move tells us when someone has not.
◆ 05 · How we build it
Good assessment has always been a funnel: write far more items than you need, then cut hard at every gate. We kept the funnel and changed the speed. AI writes thousands of candidate items against tight briefs, screens them for target, reading level and wording, and runs a structural read of the whole pool before a single person has answered an item. Watch the cloud shrink at each gate below. What used to take a research team months now takes a day, every gate is still signed by a psychologist, and every instrument is still trialed on people.
◆ 06 · Proof, and what happens after
Every enterprise client gets a named I-O psychologist and a named Customer Success Director. Norms age and cut scores drift, and someone is responsible for keeping them current.
◆ 07 · The people
Co-Founder & Product & Innovation Director
Organizational psychologist; sixteen years across the Middle East, North America and APAC. Architect of the assessment pipeline.
Co-Founder & Commercial Director
Organizational psychologist, nearly thirty years in recruitment and talent systems. Directed a national scholarship program of 15,000+ applicants.
Co-Founder & Technical Director
Chartered Psychologist, AFBPsS. Former CEO of Podium; five years evaluating ML outcomes at Microsoft Bing.
◆ Next step
The fastest way to see what this looks like is to give us one job. Send a job description and we'll show you what the first scenario looks like for it.