Candidate & Employee Assessments
Science-backed insights into how your candidates and employees are wired to work — so you hire smarter, develop better, and reduce the cost of getting it wrong.
Most hiring decisions rely on resumes and gut instinct. Both are incomplete. Predictive Index™ gives recruiters and hiring managers a validated, behavioral picture of how a candidate is likely to think, work, and interact on the job — and extends that insight to coaching, team design, and engagement after the hire. Hueman is a Certified Predictive Index™ Partner, delivering the platform alongside the implementation support and consulting expertise to make it work for your organization.
The Problem with Hiring on Instinct
When hiring decisions are based on experience and interviews alone, organizations consistently leave performance, engagement, and retention on the table. Skills can be taught. Behavioral fit — how someone communicates, what motivates them, how they handle pressure — cannot. When there is a mismatch, the cost shows up in turnover, disengagement, and teams that never quite click.
Seven signs behavioral data is missing from your process
- Recurring mis-hires: People who look great on paper and in interviews but fail to perform or fit once they start.
- High early turnover: New hires who leave in the first 90 days or year — often citing role expectations that were not what they expected.
- Skill fit without behavioral fit: Someone who can do the job but creates friction on the team, with customers, or with their manager.
- Managers who struggle to develop their people: Leaders who don’t know what motivates or drains the individuals on their teams — and so default to managing everyone the same way.
- Teams that don’t communicate effectively: Groups that have the talent but not the dynamics — because no one has mapped how each person is wired to work.
- People in the wrong seats: Employees who are disengaged or underperforming in their current role but might thrive somewhere else in the organization.
- No consistent framework for talent decisions: Every manager makes hiring and development decisions differently, with no shared language for evaluating fit.
The Predictive Index
The Predictive Index is a science-backed talent optimization platform that uses behavioral and cognitive assessments to help organizations hire smarter, develop people more effectively, and build stronger teams.
Assessments take less than 10 minutes to complete, are backed by decades of psychometric validation, and are specifically designed for use in workplace hiring and development decisions. Hueman is a Predictive Index™ Certified Partner, delivering implementation, training, and consulting support to make adoption fast and sustainable.
| Predictive Index | DISC | Myers-Briggs | |
|---|---|---|---|
| Primary use | Hiring, performance, retention | Communication & self-awareness | Personality preference |
| Job-specific | Yes | No | No |
| Predictive | Yes — predicts job performance | Descriptive only | No |
| Stability over time | Highly stable | Can be situational | Often changes over time |
| Validating for hiring | Yes | No | No |
| Strategic depth | Enterprise-level talent optimization | Limited | Limited |
What The Predictive Index Covers
The Predictive Index is a subscription-based platform with unlimited behavioral and cognitive assessments included. Five modules cover the full talent lifecycle — from hiring through leadership development and organizational engagement.
Hire
Identifies the ideal behavioral and cognitive profile for an open role and evaluates candidates against it. Removes guesswork and gives hiring managers an objective, validated picture of fit before the offer.
Best for: Improving hiring decisions for any role
Inspire
Helps managers and colleagues understand how each person is wired to think, work, and communicate. Provides data-driven relationship guidance to reduce friction and build collaboration.
Best for: Manager effectiveness and team communication
Perform
Identifies the ideal behavioral and cognitive profile for an open role and evaluates candidates against it. Removes guesswork and gives hiring managers an objective, validated picture of fit before the offer.
Best for: Improving hiring decisions for any role
Design
Maps the behavioral dynamics of your teams to understand where they are wired to succeed, where they may have gaps, and how to build structures and action plans that improve collaboration.
Best for: Team structure and organizational design
Diagnose
Anonymous, pre-built surveys that surface the real drivers of engagement across your organization. Translates results into prioritized action based on your specific data.
Best for: Employee engagement and organizational health
Who It’s For
The Predictive Index™ has the greatest impact in roles where behavioral fit directly affects performance, communication, consistency, and retention. Sales teams, customer-facing roles, operations leadership, and management positions all benefit significantly from behavioral data in hiring and development decisions. Organizations navigating growth, high turnover, or team performance challenges are strong candidates for the platform.
PI is designed for roles where behavior is a primary predictor of success. It is less applicable to roles where performance is driven almost entirely by technical skill or physical output. We will tell you upfront if it is not the right fit for what you are trying to solve.
