PI FOR HR LEADERS
Build a defensible hiring process with behavioral data
PI gives hiring managers real insight on every candidate before the interview — so they stop going on instinct and start seeing people clearly. Your process gets followed. Your people get placed correctly, the first time.
Trusted by 10,000+ companies — and the HR leaders who make them run.
Great people decisions shouldn’t come down to guesswork
From the first interview to the next promotion, HR is expected to get it right with limited time and data. PI gives you behavioral intelligence at every stage, so you can hire with confidence, equip your managers, and show what’s working.
Give your hiring managers more than a gut feeling
In just six minutes, PI’s Behavioral Assessment shows how a candidate thinks, works, and fits the role, all before the interview. Managers show up prepared, evaluate more fairly, and make decisions you can both stand behind and defend.
Fix the frictions behind high turnover
Pulse surveys tell you how people feel. PI tells you why and what to do about it. When your data surfaces a team with high stress and low morale, you don’t just have a problem. You have a place to start: a manager to support, a dynamic to address, a conversation worth having before someone decides to leave.
PI works where you already work.
PI works where you already work.
From your ATS to your HRIS to Slack, PI connects with the tools your team already uses. No extra logins. No duplicate data. Just behavioral insights layered into your existing workflow.
PI earns its place in your tech stack
Your ATS, HRIS, and engagement tools each tell only part of the story. PI isn’t one more thing to manage, it’s the behavioral data layer that connects them. PI offers one unified place to understand how your people think, work, and fit together:
The HR initiative your managers actually come back to
Most people tools get rolled out and then forgotten. PI puts behavioral data in front of managers in the moments that matter: prepping a 1:1, navigating a tough conversation, onboarding a new hire. When a tool is useful, adoption follows.
WHAT HR LEADERS ARE SAYING
“I came to PI because we needed a better hiring process. I stayed because it changed how our entire management team communicates. I didn’t expect PI to do that — but that’s the tool it turned out to be.”
HR Director, professional services
Frequently asked questions
Your HRIS tracks what happened. Your ATS manages the pipeline. PI adds the behavioral layer both are missing so you understand why people thrive, struggle, or leave, and what to do about it.
PI lives inside the conversations managers are already having. Recurring 1:1s, onboarding, hard feedback. Adoption sticks because it doesn’t ask them to change how they work.
PI is built for any size company looking to scale. Our behavioral data ensures that you can scale fast, whether it’s your 101st hire or your 800th hire. We know that every people decision is important.
Additional resources:
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