We didn’t set out to build a technology company. We set out to solve a problem we couldn’t get away from: hiring people who would actually make it.
Producers. Customer care team members who also needed to sell. Advisors. Administrative staff. Different roles, same challenge.
Between the two of us, we’ve spent years building and scaling high-performing insurance businesses, opening multiple locations, building teams and leadership structures, and hiring, training and managing more than 100 employees.
Predictive People AI came directly from that experience.
We kept facing the same questions agency owners face every time they hire:
Who is most likely to perform? Who is worth interviewing? And how do we figure that out without spending hours on candidates who were never going to be the right fit?
And the hiring never really stops.
Sometimes a hire doesn’t work out. Other times, a great employee grows, relocates or moves on to another opportunity. Either way, the role is open again.
That means more recruiting, screening, interviewing, training and owner time.
Among even the best-run agencies in the country, fewer than half of new producers ever validate — 45.5%, according to the industry’s Best Practices data. And time to validation runs 32 to 33 months for those who do.
A hiring decision can be a multi-year bet.
We had lived that reality long before we saw the studies.
What we tried first
For years, we did what most agency owners do.
We trusted the résumé. We trusted the interview. We trusted our instincts.
They still weren’t enough.
A candidate can look great on paper and interview well, yet struggle when the leads stop calling back, the work becomes repetitive or the sales cycle gets difficult.
We also used legacy personality instruments and generic sales assessments that ended up just being a box to check and not something we trusted. Some were useful for describing a person.
But they weren’t built to answer the question we actually cared about: Will this person fit the demands of this specific role?
Not all assessments are created equal
Traditional personality assessments ask: Who is this person across different situations?
Hiring requires a more specific question: How well does this person fit the role you’re hiring for?
That difference is measurable.
And agency roles are different.
A producer needs drive and resilience. Customer care + sales requires service orientation and sales initiative. An advisor needs patience, analytical rigor and the ability to build trust over a longer cycle.
One generic profile can’t capture all of that.
What changed
Years of hiring taught us to recognize patterns — what successful people in these roles tended to look like and where the warning signs often appeared.
What we lacked was a way to make that knowledge consistent and scalable.
AI changed that.
Not because we wanted AI making hiring decisions for us. We didn’t.
It gave us a way to evaluate behavioral, cognitive and experience signals against the demands of a specific role and turn those findings into something useful.
That became Predictive Hiring Intelligence.
It surfaces a candidate’s potential fit, strengths and risks, then generates a tailored interview plan based on what it finds.
But better information was only part of the problem. We also wanted to reduce the time hiring consumes.
Recruiting is sales. Treat it that way.
The first candidate conversation isn’t just screening. You’re also selling the agency, the opportunity and the role.
Then you do it again for the next candidate.
At the same time, you’re asking many of the same questions just to decide whether a longer interview is worth having.
So we built Predictive Video.
Predictive Video lets an agency owner tell the agency story once, then lets candidates respond to role-specific screening questions on their own time.
You can hear directly from a candidate before deciding whether to invest in a live interview.
It doesn’t replace the interview.
It helps you decide which interviews are worth having.
What Predictive People AI does
Today, Predictive People AI focuses on two parts of the hiring process.
Together, they give agency owners better information earlier — and a faster way to get to the candidates worth knowing better.
Because hiring is never really finished. Businesses grow. Great employees move on. Roles reopen. Sometimes a hire simply doesn’t work out.
Sooner or later, you’re hiring again.
The decision still belongs to you
From the beginning, we’ve been deliberate about one thing:
Predictive People AI does not make the hiring decision.
You do.
We’ve spent too many years building teams to believe good judgment should be handed over to an algorithm.
Our goal is simpler: give agency owners better information earlier, help them know what to explore, and help them spend their time on the candidates most worth getting to know.
Then let the owner make the call.
That’s the company we wanted when we were making these hires ourselves.
Built by agency owners who have made the same hires you have — not by an HR software company looking in from the outside.
We wish we’d had these tools fifteen years ago.
We’re glad we get to build them for agency owners today.
Better information. Faster hiring. Better decisions.
— Brandon Wine & Thomas Dudek