Predictive Index

This feature runs anonymous pulse surveys and sorts the results into four measurable drivers: Job, Manager, Organization, and People. Each driver gets its own score, so a team's engagement problem shows up as a specific weak point rather than one blended number. Managers receive a written action plan built around whichever driver scored lowest.

The platform helps organizations map a team's current behavioral makeup against the stated objectives, and then flags where the two are misaligned. It draws on the same behavioral data collected during hiring, so the strategy work doesn't require gathering a separate data set. Leadership teams use the resulting map to decide where a team needs a different mix of people rather than just more headcount.

Meeting Management, part of PI Perform, opens each meeting inside a shared digital workspace where participants add discussion topics, share files, and take notes in one place. Recurring meetings pull forward unresolved topics automatically, so a team doesn't start from a blank agenda every time. Once a meeting ends, action items convert into tracked tasks assigned to specific people.

The Behavioral Assessment feature presents two questions, both built from the same shared list of adjectives. One asks how a person is expected to behave at work and the other asks how they'd describe themselves. Most people finish in about six minutes, since there's no clock and no wrong answer to second-guess. The pattern of adjectives selected across both questions produces an individual's Reference Profile.

It helps scan a pasted job description using natural language processing, then flags specific words or phrases that lean toward behaviors outside the role's Job Target. A word like ‘independent’ in a posting built around a highly collaborative Job Target would get flagged, along with a suggested replacement. HR teams get line-level recommendations back instead of a generic writing checklist.