We believe hiring is broken.
CVs are written by AI, polished by AI, and now indistinguishable from each other. Interviews test how candidates talk about their work, not how they do it. Personality quizzes measure traits in the abstract. None of these produce evidence of how a person will actually perform in a real job. Most UK hiring teams know this. They have been working with weak signal for years.
We believe January 2027 changes the stakes.
The Employment Rights Act 2025 makes day-one unfair dismissal protection a reality, removes the compensation cap, and gives the Fair Work Agency real enforcement powers. From that date, every UK hiring decision becomes uncapped legal exposure. The cost of a wrong hire stops being measured in lost productivity and starts being measured in tribunal awards. The protection that mattered in 2024 is not the protection that will matter in 2027.
We believe the answer is evidence.
Not bigger data sets. Not more AI. Not faster screening. Evidence: the documented record of how a hiring decision was actually made. Real scenarios that test how a candidate performs under the conditions of the role. Anchored rubrics that score the same way every time. Bias monitoring built into the score, not bolted on after. An audit trail that survives staff turnover and stands up in a tribunal.
We believe this is a UK problem with a UK answer.
The international conversation about AI in hiring is dominated by identity verification and fraud detection. Both matter. Neither solves the question UK employers will face from January 2027: not who they hired, but how they assessed them. PRODICTA was built for that question, in the UK, under UK law, for UK recruitment agencies and direct employers.
We believe in standing behind every hire.
Hire with evidence. Stand behind every decision. That is what PRODICTA exists for.