How does Predictive People AI use AI?
Our products use AI for two distinct purposes:
- Predictive Hiring Intelligence evaluates candidate assessment responses against role-specific models to generate a role-fit score, insights into potential strengths and risks, and a tailored interview plan.
- Predictive Video transcribes and summarizes candidate video responses, helping you review what candidates shared. It does not score or rank candidates.
Both help you evaluate candidates and decide what to explore next.
Does AI make the hiring decision?
No. You decide whom to interview, advance, and hire.
Our products support your judgment with additional information. Assessments should be considered alongside interviews, relevant experience, references, and other job-related evidence. No single score should determine a candidate's outcome.
What does a role-fit score tell me?
A role-fit score indicates how closely a candidate's assessment responses align with our model for a particular role. It helps you identify areas of potential alignment and questions worth exploring in an interview.
It is not a guarantee of performance or a complete picture of a person's abilities. Success also depends on factors such as training, management, motivation, and the work environment.
What are Predictive People AI's assessments designed to evaluate?
Predictive Hiring Intelligence uses behavioral and cognitive models built around the roles insurance agencies hire: Sales, Customer Care + Sales, Financial Advisor, and Administrative.
A proprietary scoring rubric evaluates responses against attributes identified as relevant to each role. Our models draw on the founders' experience building insurance businesses and hiring, training, and managing agency teams.
The goal is to provide insight into fit for a specific job, not to assign a universal rating to a person.
How does Predictive People AI approach fairness and bias?
Our role-specific approach gives agency owners a consistent framework for evaluating assessment responses.
However, using AI, or excluding personal information, does not automatically eliminate bias. AI outputs can have limitations, and people can interpret or apply them unfairly.
We encourage our customers to use consistent, job-related criteria, consider multiple sources of evidence, and investigate results that conflict with other information about a candidate.
Does the Predictive Hiring Intelligence model receive personally identifiable information (PII)?
No. The Predictive Hiring Intelligence model receives assessment data, not candidate names or contact information.
That is separate from the candidate information the platform uses to manage your hiring workflow and connect results to the correct person. Excluding identifying information from model inputs does not mean the platform stores no personal information.
Can I understand the information behind a recommendation?
Predictive Hiring Intelligence provides more than a role-fit score. Reports highlight potential strengths and risks and include a candidate-specific interview plan to help you explore the results.
These insights give you a starting point for further evaluation. If something seems inconsistent with a candidate's experience or interview responses, use it as a question to investigate.
Does Predictive Video judge a candidate's appearance or presentation?
No. Predictive Video does not use AI to score or rank candidates, including their appearance or presentation.
AI provides transcripts and summaries of candidate responses. You review the videos and decide what matters for the role. Summaries can miss nuance or contain errors, so review the original response whenever a detail could influence your decision.
How do Predictive People AI's models improve over time?
Our models are designed to benefit from feedback about real hiring outcomes. When you mark a candidate as hired, a post-hire survey captures information about how that person is performing.
This feedback can help inform model improvements over time. It does not mean every hire automatically makes a model more accurate or guarantees future results.
How should I use these tools responsibly?
Use AI insights as one part of a thoughtful hiring process:
- Define the job requirements before evaluating candidates.
- Apply consistent criteria to people being considered for the same role.
- Use interview questions to explore assessment findings.
- Check summaries and unexpected results against the original information.
- Keep a person responsible for every hiring decision.
Questions about our AI?
We welcome questions and feedback about how our products work and how their results are used.
Contact our team
