Data is at the heart of The Predictive Index Talent Optimization™ Platform and is the fuel that drives aligning people strategy with business strategy.

We offer scientifically validated assessments as a Certified Partner with The Predictive Index™ to help you understand behavior, cognitive agility, job fit, and leadership capacity of your teams as you drive your organization’s talent optimization strategy to results.

The assessments have been built on 65 years of science, EFPA-certified, and trusted by thousand of clients with over 42+ million assessments administered and over 350+ validation studies completed.

Data you can trust. Insight you can rely on.

PI Behavioral Assessment

One Quick Assessment. Deep Understanding.

A statistically based untimed, free-choice, stimulus-response tool that is far more than a personality test.

How does the PI Behavioral Assessment work?

• Assessment takers get two lists of adjectives.

• The first list, we ask them to select the words that describe the way others expect them to act.

• The second list, we ask them to select the words that describe them in their own opinion.

What does the PI Behavioral Assessment measure?

Four Key Factors that Determine Behavior. Objectivity, how we make decisions.

• Dominance is the drive to exert influence on people or events.

• Extraversion is the drive for social interaction with other people.

• Patience is the drive to have consistency and stability.

• Formality is the drive to conform to rules and structure.

• Objectivity is how we process information and make decisions.

The key factors—or key behavioral drives—provide a simple framework for understanding workplace behaviors.

PI is your superpower: it lets you see beneath the surface so you can predict how people will behave in given situations.

PI Cognitive Assessment

The timed PI Cognitive Assessment™ is a cognitive ability test for employment. In just 12 minutes you’ll have more information about someone’s likelihood of success and job performance.

How does the PI Cognitive Assessment work?

• Assessment takers get 50 problems to solve

• They’re tasked with completing as many as they can in 12 minutes.

What does the PI Cognitive Assessment measure?

• Three cognitive ability categories. Verbal, numerical, and abstract reasoning along with nine subcategories.

• A person’s general mental ability and capacity for critical thinking.

• Measures verbal reasoning, cognitive skills, and critical thinking.

PI Job Assessment

Objectively assess all the roles in your organization.

• Create job targets before your job postings go up. Completing this process helps you X-ray each job and identify the underlying traits that will lead to success in each specific role. The assessment can be created by a single user or taken collaboratively by a team.

• A job target will be generated that will serve as your guide to making a great hire or successfully build teams by understanding internal candidate fit as well.

By creating objective measures for both the job and the candidate, we inoculate ourselves from bias in the hiring process!

How does the PI Job Assessment work?

• Define your existing roles. Job Targets should be used as a fundamental part of your talent strategy and succession planning, and are a critical tool for coaching and employee development.

Armed with this data, along with more quantitative criteria, your business can improve its hiring process and make more scientific hiring decisions.

A cognitive assessment combined with behavioral data and job assessments can provide true indicators of a candidate’s job performance.

PI Employee Experience Survey

Discover why your employees clock in and check out.

The PI Employee Experience Survey measures employee engagement. It provides employees a chance to provide candid, confidential feedback across four categories that determine whether your people feel engaged or disengaged:

• Job

• Manager

• Team

• Organization

Giving concrete data insights so you can understand exactly how engaged your people are and why.

What sets the PI Employee Experience Survey apart?

• Personalized action plans.

• Macro (company-wide) and micro (team level) reporting.

• When you understand what’s working well you can use that insight to develop your other managers.

Employee experience matters. Culture is everything.

Know where employee engagement is strong—and where it’s suffering.