Where are you stuck in the hire?
PRODICTA helps employers decide who should progress and who to hire, using evidence from the work candidates will actually have to do.
Too many applicants. Nobody obvious. Two finalists you cannot separate. A hire you cannot afford to get wrong.
Rather see how it works? How it works
Not sure you need anything? Check your hiring evidence first.
- SIFTFind who deserves your attentionGrouped by the evidence each submission showedOptional. Already have a shortlist? Start below.
- ASSESSSee how they approach the actual jobReal situations generated from the role you are hiring for
- COMPARESee them more clearly, side by sideWhere each candidate stands out, based on the evidence they showed against the role
- DECIDEKnow more before you make the hireGo into the final decision with evidence a CV and interview alone couldn't give you
Sift gets you to the shortlist. PRODICTA helps you make the hiring decision.
Too many applicants
Find who deserves your attention before you spend hours reading CVs.
Grouped by the evidence each submission showed in Sift. No scores, and no ranking of people.
Once you have your shortlist, go deeper.
PRODICTA gives you the evidence to assess the people you've progressed, understand how they approach the realities of the role, compare the strongest candidates and make the final hiring decision.
Need to build your shortlist? Start with Sift.
Already have one? Go straight into PRODICTA.
Nobody looks quite right
The CVs are not giving you an obvious answer. That doesn't mean there isn't one.
On paper they are indistinguishable. That is the problem, not the answer.
You cannot choose between your finalists
See how each candidate approaches the realities of the role, and where their evidence differs.
Both are strong. They are strong at different things.
This is a hire you cannot afford to get wrong
Go deeper before you decide, and see what you still need to challenge.
Wrote a three-option note to the CEO ranked by revenue and reputational risk, with a clear primary recommendation rather than an open question.
Showed reluctance to distribute tasks. May become a bottleneck in senior roles.
You inherit a team with three live campaigns already running. What do you change first, and how do you make that decision without disrupting work already in flight?
Follow-up probe: how quickly do you move on something you think is wrong, before you fully understand why it was done that way?
Written from their own answers, not from a question bank.
PRODICTA adapts to the decision you are trying to make. Tell us what is happening and we set the depth.
Recognised for what we're building
PRODICTA has been recognised by leading UK business and technology awards in 2026.
Everything you have to go on was written to impress you.
A CV is a document a candidate wrote about themselves. An interview is still largely based on what they tell you. A reference is somebody else's opinion. None of it shows you the thing you actually need to know: what this person does when the work gets difficult.
So you make the decision on the weakest evidence in the process, and find out whether you were right about three months later.
We build the work, from the role you are looking to fill.
Recruitment platforms manage candidates and workflow. PRODICTA works out what needs proving, creates the missing evidence, and helps move each hiring decision forward. The evidence is built from the job you are actually hiring for: a care coordinator and a finance director face completely different problems, and nothing comes from a test library.
The candidate works through them. You see what they did.
Not what they claim, not how well they interview, and not what type of person a questionnaire says they are. What they did when the situation had no clean answer.
See what your vacancy needs proving. Paste a job description; the answer can be that you need nothing more.
When each one is for
At application stage, find who deserves your attention. Optional: skip it if you already have a shortlist.
When CVs are not giving you the answer, see how candidates approach the actual job.
When several candidates look good, see what genuinely separates them.
When you are ready to appoint, make the decision with the evidence in front of you.
Use as much or as little evidence as the hire warrants. A straightforward decision might need a standard assessment. A difficult or high-stakes decision can go deeper. PRODICTA gives you the evidence to compare candidates and make the final decision when you are ready.
The evidence gets deeper when the decision does
Sift gives you an early signal and the evidence behind it, so you know where to start.
Deeper assessments give you everything you need to make the call. The report is below.
See what a PRODICTA report looks like
Explore a real demo report. No account needed.
See a sample report →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.
Built for your side of the hire
Bring PRODICTA to your customers
RPO and talent partners
Build behavioural evidence into the hiring programmes you already deliver.
ATS and HR platforms
Put the evidence layer beneath the workflow your product already runs.
Recruitment networks and partners
Give your customers access to PRODICTA through an embedded or white-label model.
Why it holds up
We score behaviour, not spelling, grammar, accent or fluency. The assessment is designed to focus the decision on what the candidate does, rather than how polished their written English or interview technique is.
Every conclusion traces back to something specific the candidate did. That is what makes a decision defensible rather than just confident.
And because each assessment is generated from the role itself, candidates cannot simply prepare for a fixed bank of questions or share a standard test with one another.
Applications are getting easier to produce. Hiring decisions are not getting easier to make.
CVs, applications and interview preparation can now be polished with AI in minutes. The better the paperwork gets, the harder it becomes to know what actually belongs to the candidate.
PRODICTA gives you another source of evidence: what they do when they are put into the realities of the role.
What 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.