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.
What a CV and an interview will never tell you
Whether they will actually succeed in the role.
REC reports a typical bad hire costs between £30,000 and £50,000. Mid-management failures can exceed £100,000. CIPD data shows average cost per hire is £6,000 for general roles and £19,000 for manager-level positions. Even small improvements in hiring accuracy reduce cost, protect revenue, and improve retention.
Schmidt and Hunter’s meta-analysis (1998; updated 2016) shows years of experience has weak predictive power for job performance. Education level scores even lower at 0.10. CVs and interviews tell you what someone has done, not how they will perform. PRODICTA measures observed behaviour in realistic job scenarios.
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 job description
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.
PRODICTA Featured in Industry Media
How PRODICTA is shaping conversations on evidence-based hiring and compliance
July 2025Defensible Hiring"Every hiring decision is now compliance."
PRODICTA in HRD: The 6-month trap: Every hiring decision is now compliance
Traditional CV screening provides limited evidence of real capability. Structured, role-based work simulations create clearer, more defensible hiring decisions that stand up to regulatory scrutiny. This shift from "hiring speed" to "hiring evidence" is fundamental.
PRODICTA generates real-work scenarios tailored to each role, capturing how candidates actually perform under pressure. The result: auditable evidence of capability that satisfies compliance requirements and improves hiring quality.
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.
ERA 2025"Recruiters now need auditable evidence of hiring decisions."
See PRODICTA in HRD →
Employment Rights Act 2025"Unfair dismissal changes demand proof of assessment methods."
Read PRODICTA in Employer News →
May 2026"Would your business survive a dismissal case?"
Read PRODICTA in SME Today →Would your business survive a dismissal case?
The hires you make today are the ones the new day-one dismissal rules will test. This check shows how defensible your current process would be.
Six questions. Around ninety seconds.
This is an awareness tool, not legal advice.
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.
Our clients ask for PRODICTA reports now. It sets us apart from every other agency they use. We send candidates with evidence, not just a CV and a cover letter.
The market is growing. The smart agencies are investing.
The agencies that win will not be the ones sending the most CVs. They will be the ones sending the best evidence. One PRODICTA assessment gives your client more insight than three rounds of interviews.
The 6-Month Trap.
You already put real care into who you hire, and the ground is about to shift 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 about to get much worse. 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.
How long before a new hire can bring a claim
You would not sign a contract without legal advice. Why would you make a hire without PRODICTA?
Are you ready?
Start assessing candidates →Simple, transparent pricing
Monthly subscription or pay as you go. Transparent pricing, no hidden fees.
See pricingCommon questions about PRODICTA
Stop guessing. Start knowing.
Join employers, HR teams, and recruitment agencies across the UK using PRODICTA to hire with confidence.