The Predictive Index® (PI) is a behavioral science platform used by organizations to improve hiring, leadership development, and team effectiveness.
At its core, the PI assessments provide objective insight into how people work and how quickly they learn. Leaders use this information to make more informed talent decisions and improve alignment between individuals, roles, and business goals.
If you are exploring PI and want a clear explanation of what it is and how it works, this overview covers the essentials.
What is PI?
The Predictive Index was founded in 1955 and has focused on applying behavioral science in workplace settings for over 70 years.
Unlike general personality tools, PI was developed specifically for business use. Its assessments measure predictable workplace behavior and cognitive ability in ways that are relevant to hiring, leadership, and team performance.
Today, PI is known not only for its assessments but also for formalizing the discipline of Talent Optimization, which connects people decisions directly to business results.
What does PI measure?
The Predictive Index platform centers on two primary types of insight: behavioral drives and cognitive ability.
Behavioral drives
The PI Behavioral Assessment™ measures natural workplace drives that influence how individuals communicate, make decisions, approach structure, and respond to change.
It predicts observable work behavior. It does not measure personality in a clinical sense, nor does it assign fixed labels.
For a detailed explanation of how the PI Behavioral Assessment works and what it measures, see our blog Introduction to the PI Behavioral Assessment.
Cognitive ability
The PI Cognitive Assessment™ measures learning agility, or how quickly someone can absorb and apply new information.
Cognitive ability is strongly correlated with job performance, particularly in complex or evolving roles. When considered alongside behavioral data, it provides a more complete picture of how an individual may perform in a given position.
The science behind PI
The Predictive Index assessments are grounded in established behavioral research and psychometric principles.
They demonstrate:
- Reliability, meaning consistent results
- Validity, meaning the assessment measures what it claims to measure
- Workplace relevance
The PI Behavioral Assessment, originally developed in the early 1950s and formally launched in 1955, has undergone decades of evaluation and refinement. Its continued use across industries reflects both research integrity and practical application.
For a deeper look at its development and evolution, see our blog, History of the PI Behavioral Assessment.
What is Talent Optimization?
Talent Optimization is the practice of aligning talent decisions with business objectives.
The Predictive Index introduced and formalized this category to describe a more integrated approach to managing hiring, leadership, engagement, and team design using shared data.
Through its platform, PI supports four primary areas:
- PI Hire
Defines role requirements and evaluates candidates against behavioral and cognitive benchmarks. - PI Inspire
Helps managers understand the drivers of engagement and adapt their leadership approach. - PI Design
Provides insight into team strengths, gaps, and dynamics. - PI Diagnose
Identifies patterns across teams and functions that may influence performance or alignment.
Rather than treating these decisions as isolated processes, talent optimization connects them within a unified framework.
How organizations use PI
Organizations apply Predictive Index data in several practical ways:
- Clarifying role expectations before hiring
- Supporting structured interview conversations
- Improving communication between managers and employees
- Designing teams with complementary strengths
- Identifying patterns that may affect engagement or retention
Over time, this creates a consistent language around behavior and performance, helping leaders make more informed decisions.
Continue exploring PI
Understanding what The Predictive Index is provides a foundation. The next step is exploring how the Behavioral Assessment works and how its credibility was established over decades of refinement.
If you are building your knowledge of PI, these resources may be helpful:
- Introduction to the PI Behavioral Assessment
A practical explanation of how the assessment works and what it measures. - History of the PI Behavioral Assessment
An overview of how the assessment was developed, validated, and refined over time. - Talent Optimization Solutions
See how behavioral insight is applied within a broader organizational strategy.
If you are evaluating The Predictive Index and would like to discuss how it could support your hiring, leadership, or team initiatives, schedule a talent strategy conversation to explore next steps.