Here is exactly how PRODICTA works.
Most hiring tools are opaque. PRODICTA is built on the opposite principle: every score, every recommendation, and every flag is traceable back to what the candidate actually wrote.
From role details to hiring decision in minutes
Paste your role details
Paste your job description or any role details. PRODICTA reads every detail: the company, the targets, the team, the pressure points. Then it asks you 3 to 4 sharp questions about what really matters in this role. Whether you are a recruiter briefing a client vacancy, an HR team filling an internal role, or a hiring manager replacing a leaver, PRODICTA builds an assessment tailored to exactly what success looks like in this specific position.
Choose your assessment depth
PRODICTA recommends the right assessment depth for the role, from a fast screen for high-volume hiring to an in-depth assessment for senior, high-stakes roles, and you can choose. Recruiters filling multiple roles get speed. Employers hiring for critical positions get depth. Every scenario is built from the actual role details, not a generic template.
Candidates respond to real workplace scenarios
No personality tests. No tick-box questionnaires. Candidates face the kinds of situations they would meet in their first 90 days. A difficult stakeholder. Competing deadlines. A team that needs managing. Whether you are assessing a customer service advisor or a finance director, the scenarios match the role. How they respond tells you more than an interview alone.
Get a report that changes how you hire
A clear score. An honest assessment of how they work under pressure. Where the risks are. What their first 90 days could look like. The questions to ask before you commit. And a plan to set them up for success from day one. One report, specific, and backed by evidence from real work.
Six things that make this different
Why scenario-based assessment beats CVs, interviews, and personality tests.
Real work, not personality tests
PRODICTA does not ask candidates how they feel about conflict or whether they prefer working alone or in teams. It gives them a real task and observes what they actually do.
Generated from your job description
Every scenario is created fresh from your specific role. A Marketing Manager assessment and a Sales Manager assessment look completely different, because the roles are completely different.
Scored across skills that matter
Responses are evaluated across communication, problem solving, prioritisation, leadership, and the Pressure-Fit assessment: dimensions that reflect how a candidate performs under real pressure.
Every score has evidence
Every strength and watch-out in the report is anchored to a specific quote from the candidate’s responses. You can trace every recommendation back to exactly what they wrote.
Nothing hidden
If PRODICTA flags a risk, it shows you why, in the candidate’s own words. Every recommendation is traceable and explainable.
Results in minutes, not days
Assessment length varies with the depth you choose, from around 8 minutes for a Rapid Screen up to around 45 minutes for a Strategy-Fit assessment. The full report is available within minutes of their final submission, not days waiting for a human scorer.
The Pressure-Fit assessment
Most assessments test knowledge. PRODICTA also looks at how a candidate behaves under pressure, because how someone performs under pressure is a strong signal of how they will handle the demands of the role. Pressure-Fit is assessed across four dimensions:
How scoring works
Scores are not produced by a lookup table or a fixed rubric. PRODICTA reads each response and evaluates it in the context of the specific scenario and the specific role.
PRODICTA reports should be one input to your hiring decision, not the sole basis.