Gators Games · The Investigations Training Bureau

A series of pedagogically focused tests that evaluate and train investigative ability.

Book a pilot → The results →

Recruitment Services

A test with proven predictive investigative ability, and with no experience required. Plus a wrapper for your written test that measures copy-paste events, time spent typing and reading, and typos.

Deployment during pilot
  • 75% of the high cohort went on to a strong career trajectory within the firm, against 25% of the low cohort.

Training Services

Courses that automatically teach the mindset essentials required from interns, courses that teach technique essentials mirroring your senior-led trainings, and a wrapper to make those lectures more interactive and educational.

Deployment during pilot
  • 65% On average, only 65% of the senior-led content landed. There was no prior measure of this.
The industry problem

Large junior turnover, and a long time sink in inefficient training.

Problem one · Recruitment

Large turnover at junior level.

  • ×Unprotected written test.
  • ×No direct measure of analytical ability.
  • ×Captures research output, not execution.
→Recruitment Services enhance and protect the existing recruitment process.
Problem two · Training

Training that runs on senior hours.

  • ×Significant manager and senior analyst time invested, with uncertain impact.
  • ×Interns and even Analysts struggle with Mindset, meaning analysis and storytelling.
  • ×Quality is unequal across jurisdictions, because it depends on the senior delivering it.
  • ×Training is risk-prone and usually happens on the job, on live cases.
  • ×There is no way to evaluate what the hire understood.
→Training Services deploy at two moments: automated, and inside the senior-led session.
All users are anonymised

In-built courses automatically display anonymised performance data to you. You will know who is who, we won't.

Part 2 · Recruitment Services

Enhance and protect your existing Recruitment techniques.

Includes our Benchmark Test for Interns and our Written Test Wrapper. Investigative ability is directly measured. Research and writing execution is measured. Anti-AI and anti-cheat properties protect the written test.

Your likely hiring flow Before After
Before completes evaluates Candidate Your written test Your interview Manager Hiring decision
  • −Unprotected test.
  • −No direct measure of analytical ability.
  • −Only capable of capturing research output, not execution.
After completes Anon. data Anon. analysed results Candidate Benchmark Test · NEW Written test · WRAPPED Your interview ITB Manager Hiring decision
  • +Investigative ability directly measured.
  • +Research and writing execution measured.
  • +Anti-AI and anti-cheat properties protect the written test.
i.

The Benchmark Test

We provide a test with proven predictive investigative ability, and with no experience required. Our Benchmark is custom-made for interns. It contains 9 levels, reducible down to 3.

The Benchmark does not rely on previous experience for outcome, because it judges innate ability rather than experience. It helps you understand your applicants better, and guarantees hiring interns with a 'nose'.

9 levels → 3 No experience required Accuracy and time Anonymised
ii.

The Written Test Wrapper

Our written test wrapper protects and enhances your written test. Our measuring and detection platform guarantees the capture of AI written sentences and copy-paste events, and compares typing speed, accuracy, and reading and writing time to completion.

Whereas before you could only measure the quality of the output, now you can judge the quality and speed of the intern's execution.

AI written sentences Copy-paste events Typing speed and accuracy Reading and writing time
Case study · one of two
Part 3 · Recruitment Services Details

It measures ability, not experience.

The Benchmark measures innate ability, not acquired experience. That is what lets it detect the candidates with potential, and the laggards already inside the business. High results correlate strongly with future performance.

Benchmark Test results

Accuracy against time
0 60 120 180 Faster ↑ 0 7/11 9/11 10/11 11 Accuracy — score out of 11 Avg time / module (s) Existing intern Analyst New intern Existing intern New intern Analyst Senior analyst Analyst A new intern with no experience, above both existing interns and an analyst.
Two cohorts, high and low. The best results sit top right: more accurate to the right, faster towards the top. Several new interns outclass existing interns and even more experienced analysts. Accuracy is scored out of eleven, which is why the points fall on fixed columns. The left column is the low cohort, the two right columns the high cohort.

Strong career trajectory within the firm

Measured after the pilot
High cohort 75%
Low cohort 25%
The Benchmark does not claim to single-handedly detect a great employee. It detects individuals with an innate 'nose', whose performance correlates strongly with future performance.

What it costs the candidate

Established cohort averages
Shortened sitting 5–10minutes

Established cohort averages will allow the sitting to be shortened to 10 or 5 minutes while losing only a minimum of predictive power.

75%
What the Recruitment evidence says

75% of the high cohort went on to a strong career trajectory within the firm, against 25% of the low cohort.

Part 4 · Training Services

Deployed at two moments.

Automated training will occur as soon as possible, deployed alongside compliance courses or offered pre-employment. Courses can also be deployed in senior-led classes via our Presentation Wrapper.

First-week training Before After
Before The hire waits Compliance Ramping up Offer accepted Day one Onto work
  • −The hire waits between offer accepted and day one.
  • −Week one is spent on compliance.
  • −Ramping up on real work begins untrained.
After ITB training · before day one Compliance ITB training Ramping up · trained Offer accepted Day one Onto work
  • +Automated ITB training, optional, before day one.
  • +Automated ITB training deployed alongside compliance courses.
  • +Ramping up on real work, trained.
Senior-led training · PowerPoint-driven Before After
Before observes teaches …and again next session New hire Training session Senior analyst
  • −Significant analyst time invested, with uncertain impact on the hire.
  • −Sessions are visual at best and never participatory.
  • −There is no way to evaluate what the hire understood.
After select · modify · create participates teaches · live feedback Automated ITB training already completed ITB course library New hire Session · WRAPPED Senior analyst
  • +Your trainers decide the content by selecting, modifying or creating exercises from the ITB course library.
  • +Training becomes interactive and social. Hires do the work, seniors give feedback on the spot.
  • +In-built courses automatically display anonymised performance data to you.
i.

Automated Courses · Mindset

The three most critical facets of analysis, built from real life examples. The Automated Courses prioritise mindset content because, excepting storytelling, it has no senior-led equivalent.

Every exercise demands a written prose response, so one course trains three capacities at once: analysis, writing, and applied storytelling. Difficulty is tuned to the trainee, from intern to manager.

Facts vs Truth Signal vs Noise Common Sense Written responses Tuned intern → manager
ii.

Automated Courses · Technique

Devised directly on the back of your existing training programme, these reinforce every one of its goals. They are built to your jurisdiction and to your own tool and database list: case types, Boolean, scoping, the national registry, and report writing.

We estimate that after one or two cycles, the entire technical training presentation could be automated, recovering dozens of billable hours per analyst, per intake.

Built to the jurisdiction Your tools and databases Analyst hours recovered
iii.

The Presentation Wrapper

Our Presentation Wrapper allows analysts to load any of the Course Levels live for your team to complete and review together. It also allows for senior analysts to launch questions and multiple-choice questionnaires in situ.

Technical material is more deadpan to teach and learn. Our recommendation, from experience, is that your own employees deliver these courses live using our presentation tool, turning technical training into something interactive, social and memorable.

Every level, live In-situ questionnaires Senior-led
Case study · two of two
Part 5 · The Automated Courses

The Automated Courses have similarly proven their strength.

The Automated Courses for Technique were designed as 'Technical Reinforcements', taken after a relevant senior-led lesson. Their results were remarkably consistent with their Benchmark scores, on content the Benchmark never covered.

Automated Courses · Technique

16 modules · 2 interns
High cohort intern 11/ 16 correct

31.9s average per module.

Low cohort intern 9/ 16 correct

42.8s average per module.

Across the 16 modules the high-cohort intern was consistently faster and more accurate. Neither intern had seen the modules before.

How much of the content landed

Average across the 16 modules
65%

Senior-led content retained

Completion of the 16 modules showed that on average, only 65% of the senior-led content landed.

That leaves ample room for improvement in the memorability of the surveyed company's senior-led lessons, which is what the Presentation Wrapper addresses.

There was no prior measure of understanding for these lectures.
Part 6 · Our Pedagogical Approach

Teaching made entertaining and, therefore, memorable.

Employees are reticent to complete corporate tests because of their boring and adversarial nature. We keep the demanding standard of serious corporate testing and enrich it with historical examples, following two conventional pedagogical models.

Bloom, 1968 · Mastery learning

Compounding learning.

Difficulty on a given skill increases slowly, and only after the user has proven their understanding. The requirement to demonstrate command at each stage before advancing is the mastery learning model, and it has proven essential in great teaching courses.

  • i.A given skill is introduced at its lowest level of difficulty.
  • ii.Difficulty is enhanced only after the user has proven their understanding.
  • iii.A correct answer advances the individual. A wrong one does not.
Epstein et al., 2002 · Retrieval

Earned answer feedback.

An interactive lesson comes before the first test. A wrong answer is immediately flagged as incorrect, but the answer is not shown. The user can only look back at the lesson, and must input the correct answer to advance. This forces the learner to retrieve the right answer rather than passively receive or guess it.

Written prose answers are judged the same way, by our trained Gator AI working from several model answers. It offers guidance and edits, so users self-review their prose as much as they should during real case work.

The course library

Four disciplines. Eighty-four levels.

Your trainers select, modify or create from the library, either through the Automated Courses or live through the Presentation Wrapper. The technical disciplines are built to the jurisdiction and to the firm's own tool and database list.

i.

The Investigative Mindset

Separating fact from truth, signal from noise, and applying counterintuitive common sense. Every exercise demands a written prose response.

Tuned intern → manager 3 courses
ii.

Search & Identification Technique

The mechanics of finding people and places. Boolean construction and repair, reverse image search, identification with the crutch removed, visual and audio ID, and Morse listening and transmission.

8 courses
iii.

The Craft of the Case

Recognising a case type from a client's own words, scoping it against priority and cost, reading court records, writing to the report's audience, and ranking social media findings by real risk.

5 courses
iv.

The Local Toolkit

What is legal, illegal and merely limited in the jurisdiction. The national registry, litigation search, corporate and digital footprint databases, link charting, and annual accounts.

Built to your jurisdiction 7 courses

Full course and level content available on request.

Deploy it on your own team

Find out which of your people have a 'nose'.

Sit your current interns and analysts in front of the Benchmark and compare its reading against your own. Tell us the size of your intake, the jurisdiction you work in, and the tools and databases your senior analysts use, and we will configure the technical courses to match.

Book a pilot →
Response within one business day All users anonymised Enhances your existing process

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