Skip to main content
For employers

Which hiring decision are you trying to make?

Maybe you have got too many applications. Maybe nobody looks quite right. Maybe two people are equally strong. Or maybe this hire is important enough that you need to know more before you make it.

PRODICTA gives you evidence from the work itself, so you can see more than a CV and interview can show you.

I've got too many applications

I don't have time to read 200 CVs to find the people worth looking at.

Use Sift at application stage to see where the strongest evidence is before you spend hours reviewing applications.

Nobody looks quite right

I can't tell whether I've got a weak applicant pool or whether the CVs are hiding someone good.

Put candidates into realistic situations from the role and see who actually shows the capability you are looking for.

I can't choose between my finalists

They both interview well. Their experience stacks up. I need something else to decide from.

See them more clearly side by side and understand where each stands out against the role.

I can't afford to get this one wrong

This person will have a real impact on the business, the team or our customers. I need to know more before I make the offer.

Go deeper into how they approach difficult decisions, pressure and the realities of the role before you make the final call.

You do not need more information about the candidate. You need better evidence.

A CV tells you what they have done. An interview tells you how they present. References tell you what somebody else thought of them. None of those show you what this person actually does when the work gets difficult.

PRODICTA does. Candidates work through realistic situations generated from the role you are actually hiring for. You see how they approached them, what they prioritised, where they were strong and what deserves a closer look.

Before you make the hire, know more.

What stood out

Where the candidate showed strong evidence against the role.

What to watch

Patterns worth understanding before they join.

What to ask next

Interview questions generated from what they actually did.

How they compare

Where one strong candidate differs from another.

Assessment report
What the candidate did

Wrote a three-option note to the CEO ranked by revenue and reputational risk, with a clear primary recommendation rather than an open question.

Watch-out
Delegation hesitancy

Showed reluctance to distribute tasks. May become a bottleneck in senior roles.

Ask them at interview

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.

Every conclusion traces back to something the candidate actually did.

Customer story

They had interviewed them. They still wanted to know more.

Famous Wolf · Digital marketing agency, Midlands

How Famous Wolf Gained Additional Hiring Insight Before Deciding

Challenge

Famous Wolf, a Midlands digital marketing agency, were weighing up a hire and wanted more than interview impressions before committing. Interviews can only show so much about how someone will actually perform once they are in the role.

What PRODICTA found

The assessment surfaced concerns about the candidate that had not been apparent through the interview process, giving the team documented evidence of how the candidate was likely to handle the real demands of the role.

Outcome

The additional insight strengthened the team's decision. Rather than relying on interview impression alone, they could weigh evidence of how the candidate would perform before making the call.

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.

Natalie Hayward, HR Manager, Famous Wolf
Read full case study →

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.

Natalie Hayward, HR Manager, Famous Wolf

Use PRODICTA where the decision gets difficult.

The harder the decision, the more evidence you can bring into it.

Straightforward hire?Keep it lighter.
Difficult decision?Go deeper.
High-stakes hire?Go deeper again.

Use as much or as little evidence as the hire warrants.

Hiring doesn't happen once. Neither should better evidence.

If you're hiring across teams, locations or roles, PRODICTA can become part of the way you hire.

High application volumes

Use Sift to find where to start.

Management and specialist roles

Go deeper when the decision warrants it.

Finalists you can't separate

Compare the evidence each candidate showed.

One role or hiring all year. Use the level of evidence the decision needs.

The decision lasts longer than the interview.

Hiring the wrong person does not just mean hiring again. It can mean months of underperformance, management time, pressure on the rest of the team and eventually starting the process all over again. PRODICTA gives you another chance to spot the problem before the person is on the payroll.

PRODICTA
Cost calculator

What is a bad hire really costing you?

A bad hire rarely costs just the salary. Answer four quick questions and see an evidence-based estimate for your situation, broken down by where the money actually goes.

Four questions. Around thirty seconds.

This is an evidence-based estimate, not financial advice.

The CV is getting better. That does not mean the candidate is.

AI can rewrite a CV, polish an application and prepare someone for likely interview questions. For the employer, that creates a new problem: how do you know which part belongs to the candidate? PRODICTA gives you evidence from something harder to polish in advance, how they respond when they are put into the realities of the role.

United Kingdom

Better evidence is not only useful before the hire.

A structured, documented process gives you a clearer record of what the hiring decision was based on.

From January 2027, the ordinary unfair dismissal qualifying period in Great Britain falls from two years to six months, and the cap on compensatory awards is removed. That makes the period available to identify and address a poor hiring decision significantly shorter.

Existing day one rights for automatically unfair dismissal and discrimination are unchanged.

PRODICTA gives hiring teams documented, role-specific evidence before the appointment is made.

Pay for assessments as you use them, or take a monthly plan.

See pricing

Start with the role you are hiring for.

Paste in the job description and PRODICTA builds the situations from it. You decide how much evidence the decision warrants.