We tell you if a hire will fail
before you make it.
Then we help them perform from day one.
PRODICTA is a pre-employment assessment platform that puts candidates in real job scenarios, so you see how they will actually perform before you hire. Anyone can write a good CV. PRODICTA shows you who can actually do the job. Evidence, not guesswork, not personality tests.
Recognised for what we're building
PRODICTA has been recognised by leading UK business and technology awards in 2026.
How well each method predicts job performance
Higher is a stronger predictor. The things a CV tells you sit near the bottom. Work-sample and structured methods, the family PRODICTA belongs to, predict performance far better.
Validity coefficients from Schmidt & Hunter’s meta-analysis of selection methods (work-sample tests 0.54, years of experience 0.18, years of education 0.10). PRODICTA is a work-sample, structured assessment method, so it belongs to the high-validity family shown here. These are method-level findings from the published research, not a validation study of PRODICTA itself.
What is PRODICTA?
PRODICTA is a UK pre-employment assessment platform that predicts how a candidate will perform in a role before they are hired. Instead of relying on CVs, interviews and gut feel, it puts candidates into realistic work scenarios built from the actual role and measures how they perform under the conditions they would face in their first 90 days.
Read moreFrom role details to hiring decision in minutes
No personality tests. No theory. Real work scenarios that show you exactly who will succeed.
Paste the role you're hiring for
Add the role and answer three or four quick questions. PRODICTA builds the scenarios from the actual job.
Candidates work real scenarios
They handle the situations they would face in their first 90 days, not multiple choice or personality questions.
You get an evidence report
Scored against fixed behavioural anchors, with every finding traced back to what the candidate actually did.
PRODICTA vs the tools you hire with today
What each one actually tells you about how a candidate will perform in the role.
| PRODICTA | CV | Interview | Personality test | |
|---|---|---|---|---|
| Shows how they actually perform the work | ||||
| Based on what they do, not what they say about themselves | ||||
| Built from your specific role, not a generic template | ||||
| Every finding backed by evidence from their work | ||||
| Hard to rehearse or fake | ||||
| Behaviour-only and Equality Act 2010 aligned | ||||
| Leaves a documented audit trail for the decision |
PRODICTA adds objective proof alongside your CV review and interview. It is built to sharpen your judgement, not replace it.
See what a PRODICTA report looks like
Explore a real demo report. No account needed.
See the demo →Consistently structured responses around audience needs. Adapted tone for different scenarios.
Strong grasp of revenue impact and client retention priorities.
Showed reluctance to distribute tasks. May become a bottleneck in senior roles.
Quality dropped noticeably under tight deadlines. Responses became less structured.
Most hiring decisions are based on opinion.
PRODICTA gives you proof.
Built for your side of the hire
How they handle the hard days
Find out how candidates handle conflicting priorities, difficult conversations, and tight deadlines. The number one predictor of whether someone will pass probation.
Are their answers genuine?
Know whether candidates wrote their own answers or had help. Timing analysis, consistency checks, and authenticity scoring give you confidence before you invest further.
Scored across the skills that matter
Four skill dimensions scored with detailed evidence. Every strength and concern is traced back to what the candidate actually wrote.
Equality Act Compliant
Scenario-based assessments that are fair, objective, and anonymous. No candidate is penalised for spelling, grammar, or writing style. Documented and defensible.
A plan for their first six weeks
Every report includes a structured onboarding plan tailored to this candidate's specific gaps. Hand it to the line manager on day one.
Built for every role, not just senior hires.
Every role gets scenarios built from the actual job description. A care worker gets a safeguarding scenario. A receptionist gets a multitasking scenario. A director gets a strategic scenario. PRODICTA adapts to the role, not the other way around.
The PRODICTA Placement Intelligence Model
Four layers that turn a candidate response into an evidence-based hiring decision.
Behavioural Simulation
Candidates complete role-specific work simulations built from your job description. Every scenario reflects a real situation they will face in their first 90 days.
Anchored Scoring
Responses are scored against predefined behavioural anchors, not AI opinion. Each dimension has a fixed standard for high, medium, and low performance.
Role Calibration
Scores are weighted for your specific role family. A warehouse operative and a finance director are not measured against the same model.
Placement Intelligence
Every insight is traceable to something the candidate actually did. Watch-outs come with evidence. Strengths come with proof. The verdict comes with a confidence level.
This is not AI guesswork. This is evidence-based placement intelligence.
Evidence-based hiring is becoming the new standard
See why the industry is moving away from CVs and interviews alone, and how PRODICTA fits into that shift.
AI hiring tools focused on speed and efficiency.
ERA 2025, AI Act implications. Regulators demand auditable processes.
Hiring decisions must be defensible, structured, explainable.
This is why PRODICTA was built. Real work. Real evidence. Better hiring decisions.
Candidates use AI to apply to more roles, employers use AI to filter them back out, and both sides end up worse off.
PRODICTA breaks the loop by replacing the filter with evidence.
41% of employers are actively moving away from CV-first hiring, but only 10% have replaced it with anything better.
PRODICTA closes that gap.
Behavioural intelligence is having a moment. Three HR leaders are independently saying it.
Read why →Jobseekers are becoming 'invisible' with AI
"The future of recruitment has to be about giving every candidate the opportunity to demonstrate what they can actually do."
- Jessie Raby, Founder
Read the feature →Ready to build evidence-based hiring?
See exactly what PRODICTA gives you, a real assessment report, in minutes.
See the demoWhat customers are telling us
PRODICTA gave us valuable insight into areas that would not normally become visible until someone was already in the role. The assessment helped us make a more informed decision and gave us greater confidence in our recruitment process.
It exceeded my expectations. The level of insight generated was far deeper than I anticipated and demonstrated real potential to support recruitment decision-making.
Great tool that all employers should use to gauge the quality of candidates. In the world of AI this could be the game changer that we have been waiting for.
The 6-Month Trap.
The Employment Rights Act 2025 received Royal Assent on 18 December 2025. It is already law. The unfair dismissal changes commence on 1 January 2027.
You already put real care into who you hire, and the ground has already shifted under you.
From January 2027, every employee in the UK has unfair dismissal protection after just 6 months. No qualifying period. No compensation cap. For employers, every hire is a legal and financial risk from day one.
A bad hire costs you recruitment fees, training, lost productivity, team morale, and now an uncapped tribunal claim.
For recruitment agencies, every placement you make carries that same risk. When a hire fails, your client blames you. Your fee is at risk. Your reputation takes the hit. And from 2027, your clients will demand proof that the candidates you sent were properly assessed.
PRODICTA exists because this problem is now confirmed and counting down. The employers who prepare now will be protected. The agencies who offer this now will win the clients. Everyone else will be scrambling in January 2027.
Anyone you hired on or before 1 July 2026 will already have six months’ service by 1 January 2027, and will gain unfair dismissal protection automatically the moment the law commences. If you have hired anyone this year, this already applies to them. There is nothing left to do to avoid it for your existing team, only to prepare for it.
How long before a new hire can bring a claim
In practice the safe window is even shorter than it looks. Statutory notice counts toward an employee’s length of service, so a dismissal timed for the end of a six-month probation can tip into the protected period once notice is added. Employers who run a six-month probation period are the most exposed of all.
Separately, the time limit for bringing an employment tribunal claim is expected to extend from three months to six months, likely from October 2026. Claims will be easier to bring, as well as easier to qualify for.
Today, compensation for unfair dismissal is capped at £123,543, or 52 weeks’ gross pay, whichever is lower. From 1 January 2027 that cap is removed entirely, and awards become uncapped.
You would not sign a contract without legal advice. Why would you make a hire without PRODICTA?
Are you ready?
Start assessing candidates →Common questions about PRODICTA
Stop guessing. Start knowing.
Join employers, HR teams, and recruitment agencies across the UK using PRODICTA to hire with confidence.