Give every hiring manager better evidence to decide from.
You cannot sit in every interview or make every hiring decision yourself. PRODICTA gives your managers structured evidence from the work itself, so decisions are more consistent across the organisation and easier for HR to stand behind.
Every manager hires differently
One manager runs a brilliant process. Another goes on gut feel.
Give hiring managers the same structured source of evidence alongside their interviews, without HR having to be in the room.
The shortlist isn't giving us an answer
The CVs look similar and the hiring manager can't tell who should move forward.
Give them evidence of how candidates actually approach the role, not another piece of application paperwork.
The hiring manager can't choose
Two candidates look equally strong and the decision keeps coming back to HR.
See where each stands out, where the risks differ and what deserves further challenge before the decision is made.
We need to stand behind the decision
A hiring decision shouldn't become impossible to explain six months later.
Keep documented evidence of what candidates demonstrated and what the decision was based on.
HR does not make every hire. But HR inherits the consequences.
A hiring manager makes the call. If it works, everyone moves on. If it does not, HR is often the team helping manage what comes next: probation concerns, performance conversations, documentation, replacement hiring and questions about how the original decision was made.
PRODICTA moves more evidence to the point where it is actually useful: before the decision is made.
Give managers something better to decide from.
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.
One standard for better evidence. However many people are hiring.
Your managers aren't all hiring for the same job, so the assessment shouldn't be the same either.
PRODICTA builds realistic situations from each role, while giving HR a more consistent way to bring evidence into hiring decisions.
Different roles. Different situations. A more consistent standard for evidence.
Give every application a more consistent first look.
When application volumes are high, Sift gives hiring teams an early signal based on evidence rather than forcing every manager to interpret CVs differently.
Especially useful when the same HR or TA team is supporting multiple managers, locations or high-volume campaigns at once.
No automatic rejection. No ranking 1 to 200. The hiring team stays in control.
Sift tells you who to look at, not who to hire.
Grouped by the evidence each submission showed in Sift. No scores, and no ranking of people.
Give managers somewhere consistent to start.
Give them evidence beyond the CV and interview.
Help them see finalists more clearly, side by side.
Give them more to stand behind when they make the hire.
HR sets the standard. Hiring managers keep the decision.
The interview had not shown them everything.
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.
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.
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.
Famous Wolf, Digital marketing agency, Midlands.
The evidence does not have to disappear once they start.
What you learned during hiring can give the manager useful context for onboarding and the first weeks in role. Strengths to make use of. Watch-outs to pay attention to. Areas worth discussing early.
A 90-Day Hiring Manager Coaching Plan is produced alongside the assessment, developed with Alchemy Training UK, so the manager starts with the same evidence the decision was made on.
Make better decisions easier to explain.
Every PRODICTA assessment creates a structured evidence trail around what the candidate demonstrated. That gives HR a clearer record of what informed the decision.
Would your business survive a dismissal case?
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.
The hires you make now are the ones that shorter period will test. This check shows how defensible your current process would be.
Existing day one rights for automatically unfair dismissal and discrimination are unchanged.
Six questions. Around ninety seconds.
This is an awareness tool, not legal advice.
The application is getting more polished. The evidence is not getting better.
AI can improve a CV, write an application and help somebody prepare for an interview. That leaves HR with a difficult question: how do you create a fair, consistent hiring process when the traditional signals are becoming easier to manufacture? PRODICTA adds another source of evidence: how the candidate approaches realistic situations from the role.
Monthly plans for teams hiring regularly, or pay for assessments as you use them.
See plans and pricingGive your hiring managers better evidence.
PRODICTA gives your team more to decide from, while keeping the hiring decision where it belongs: with your people.