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Predictive Index is about to release a significant advancement to the PI2 platform: the PI Assistant. This AI-powered capability represents a meaningful step forward in how organizations access and apply PI insights, delivering timely support in clear, natural language. Built on OpenAI’s large language model and grounded in the PI science, PI Assistant enables HR leaders, executives, and managers to ask questions conversationally and receive immediate reports, guidance, and actionable recommendations in easy to understand syntax. The result is a more intuitive, scalable way to embed PI more deeply into everyday decision-making and management practice.

Why PI Assistant Was Created

Recently, many clients have been pasting PI data and reference profiles into public AI tools like ChatGPT and Perplexity to generate ideas for exercises, coaching strategies, and ways to work more effectively with individuals. While these tools have been useful for idea generation, they frequently misinterpret PI concepts—mislabeling reference profiles, misreading factor combinations, and even describing a Strategist pattern as having high patience when it does not. In practice, the AI often defaulted to other frameworks such as DISC or Meyers Briggs, ignoring important PI drives like patience or only valuing high-side behaviors, so the insights were not reliably PI‑accurate.

PI Assistant is the solution: a private AI integrated directly into PI and trained on decades of PI’s proprietary behavioral science. This will put accurate PI insights at managers’ fingertips while reinforcing the PI training work already done in client organizations and helping them regain momentum in using PI day‑to‑day.

A release date has not been announced, but release is expected in June 2026. Clients on the legacy PI platform can use PI Assistant upon upgrading to the PI2 platform.

What PI Assistant Is and How It Works

PI Assistant is a generative AI tool built into the PI software, trained on “all things PI,” including 70 years of research, recent validity studies, and behavioral science. Its core functions include answering questions, generating recommendations, and creating practical outputs such as 30‑60‑90 day onboarding plans tailored to an individual’s behavioral pattern and role. This will create many coaching opportunities for PI champions, enabling them to help managers with communication, conflict, feedback, and development in a more targeted way.

Crucially, PI Assistant respects existing PI permissions: if a user does not have access to cognitive or behavioral data for a particular person, the assistant will not surface that information. User prompts are private and visible only to the individual user, and prompts will not be used to train external models. The assistant is an information enhancer, not a decision maker—just like a PI graph, it provides additional data and questions to consider, but people still make the final talent decisions.

Differentiation from Public AI Tools

PI Assistant, unlike public AI models, is “private AI built for your organization,” running in a closed loop where each user’s prompts and outputs are private and where no data is used to train external systems.

Organizations can teach the Assistant about their business via back‑end settings to include their industry, goals, corporate values and culture, and whether they are in growth, integration, or other strategic modes, so the assistant’s recommendations align better with their specific business needs and goals. PI champions continue to govern who has access to what data, and those permission structures carry directly into how the assistant can be used. AI assistant already knows PI science. It can learn clients’ business goals and provide responses in a clients’ specific business context.

Key Use Case: Hiring and Onboarding

A major use case is hiring and onboarding. PI’s robust Hire module includes job targets, behavioral overlays, job match scores, and structured interview guides. However, hiring managers often used PI’s interview questions without understanding the behavioral “why” behind them, which limited their effectiveness.

PI Assistant can now generate interview guidance that not only supplies questions but also explains the underlying gap, concerns, and what to look for in candidates’ answers. It can also create individualized 30‑60‑90 day onboarding plans based on a new hire’s PI pattern, detailing expectations, success metrics, workflows, and the right pacing for autonomy, social integration, and feedback.

Key Use Case: Coaching, Teams, and Productivity

Beyond hiring, the Assistant will provide unprecedented coaching and management guidance such as helping managers communicate with specific employees, performance reviews, prepare for difficult conversations, or understand why a manager struggles to give direct feedback. This provides real time guidance in real world management scenarios such as conflict resolution, accountability, feedback, and employee development, all grounded in PI data.

For team insights, PI Assistant can support applications in Team Discovery and analytics by helping leaders interpret team dynamics and align them with organizational strategy and direction. There are also general productivity benefits: tasks that previously required multiple manual steps in the software—like generating and distributing multiple relationship guides—can now be automated via a single prompt, saving significant time.

Resources available

Good prompting is central to getting value from any AI model, including PI Assistant. The more detail and more specific the ask, the better. The prompt “ how can I coach George?” is weak. A stronger prompt is “ How can I coach George to better meet deadlines. He frequently misses deliverable deadlines, which damages the development

team.” PI Midlantic has complied a list of suggested prompts in categories such as management and coaching and individual and self-insights. This list is available from your PI Midlantic consultant. Your Consultant can also help with a rollout strategy that will help drive engagement and value across your organization.

Mark Johnson – Talent Optimization Advisor