Predictive Index Assessments | PIMidlantic

Make Data-Driven People Decisions for Better Results

The Predictive Index’s assessments have been validated through rigorous scientific testing and research. They’re tried and true: We’ve assessed more than 25 million people all around the world.

PI Behavioral Assessment™

This untimed, free-choice, six-minute tool is scientifically validated for measuring a person’s driving motivations in the workplace. Scientifically established correlations between behavior assessment factors and key workplace outcomes.

PI Cognitive Assessment™

Did you know that cognitive ability is the No. 1 predictor of on-the-job success? Our 50-question, 12-minute assessment helps you determine how well a person meets the cognitive demands of any given position.

PI Job

Whether hiring now or planning for future roles, the PI Job Assessment allows you to pinpoint desired behaviors and cognitive traits so that you can best evaluate candidate’s potential for success in the targeted role.

PI Employee Experience Survey™

Uncover insights related to employee and team engagement within your company. This 50-question survey measures employee data across four key categories that determine employee engagement levels: job fit, manager fit, team fit, and culture fit.
of a company’s value is derived from its employees
of executives' time is consumed by people-related challenges
of high-performing employees reportedly left their companies last year

Use the Power of Talent Optimization to Design and Lead Successfully

Friction in business comes down to people issues. That’s why, the Predictive Index’s assessments provide a concrete framework and insightful tools proven to solve people problems in the workplace. Feel confident in your hiring decisions with our suite of validated solutions, all driven by data, so that you can truly measure each step and decision, adjust where needed, and achieve the results your organization needs.

Align What Matters Most: People

PI Midlantic’s suite of validated tools is designed to:

  • Align your executive team with your business strategy.
  • Design a talent plan that aligns with your goals.
  • Create custom cognitive and behavioral job targets for any open positions.
  • Understand candidates’ natural behaviors and cognitive abilities.
  • Provide managers with insights on how to motivate and direct each member of their team.
  • Understand the employee experience and develop a targeted plan on how to improve it through an engagement survey.

98% said the PI program enhances their hiring procedures.

70% said the PI program helps eliminate bias and subjectivity from said hiring procedures.

67% said the PI program helped them increase employee engagement across their organization.

61% said the PI program helped their leaders boost employee productivity

Driven by Professional Guidelines

Our assessments follow recognized psychological standards and guidelines, including the American Psychological Association (APA), the Society for Industrial and Organizational Psychology (SIOP), and the International Test Commission (ITC). Such guidelines provide a framework for the development of tests and the effective use of evaluations.


Our validation process and portfolio of validation research is constantly growing. Hundreds of criterion validity studies have been conducted by PI researchers for clients spanning many different industries, regions and job roles. The process begins with careful content validation, field testing, form construction, and construct validation that continues even when the instruments are in the field.


An assessment cannot be valid unless it is both reliable and accurate. PI’s psychometricians conduct reliability studies which report on various aspects of accuracy including the precision of scores (internal consistency), stability over time (test-retest reliability), and reliability of the psychological constructs measured. Reliability studies help to quantify the error of measurement of the assessment in order to ensure that they will be reliable enough to support their intended use. These studies also help provide guidance to PI clients on how to effectively utilize the results of PI assessments.


An assessment’s validity also depends on the instrument being fair and unbiased. Fairness may refer to lack of score bias, as well as access, administration, interpretation, and impact of the assessment. PI’s psychometricians work closely with PI’s product developers and consultants to ensure that fairness is a consideration in every part of a client’s PI experience