Predictive Index (PI) vs Plum: Which Delivers More Predictive Value?  

Choose Plum if you want modern, validated psychometrics that predict performance and scale across hiring, development, and leadership.

Choose Predictive Index if you prefer a familiar, consultant-supported framework for behavioral and cognitive assessment.

Ready for more predictive hiring?

What is Predictive Index?

Predictive Index is a long-standing behavioral and cognitive assessment platform. It pairs short behavioral surveys with a 12-minute timed cognitive test. Delivery often includes a certified partner who helps configure roles, train managers, and run workshops.

What is Plum?

Plum is a modern psychometric platform. One universal, untimed assessment of about 25 minutes measure's cognitive ability, personality-based talents, and social intelligence. The same dataset generates predictive Match Scores and powers hiring, development, leadership, mobility, and team design.

Why do companies choose Predictive Index, and what are the trade-offs?

Teams choose PI for brand familiarity, quick behavioral and cognitive screens, consultant support, and manager tools like interview prompts and coaching frameworks.

Trade-offs: role-by-role setups, modular add-ons, and consultant time can raise cost and slow scale. Older assessment models require training to interpret at enterprise depth.

Where does Plum outperform PI on prediction, scale, and lifecycle value?

Plum was built to provide validated signals that scale. One assessment:
  • Measures 10 talents and 36 competencies.
  • Produces a Plum Profile for every candidate.
  • Generates Match Scores across many roles from the same dataset.
  • Reuses data for hiring, onboarding, development, leadership, mobility, and team design.
Reported outcomes:
  • 4× more predictive than resumes.
  • 93% of hiring managers would rehire their Plum match.
  • 77% increase in internal retention.
  • 78% increase in underrepresented hires with independent bias audits across 50k+ profiles.
  • 93% assessment completion.

Is Predictive Index or Plum more predictive for hiring and leadership?

Plum. PI is widely used and familiar, but Plum’s validated psychometrics are designed to predict performance and surface leadership potential, then reuse the same dataset across programs.

Side-by-Side Comparison

Feature

Predictive Index (PI)

Plum
Scientific basis Behavioral survey plus 12-minute cognitive test Modern psychometrics: cognitive, personality, social intelligence in one
Predictive validity Interpreted through training or consultants Transparent Match Scores; validated; 4× more predictive than resumes
Lifecycle coverage Longtime use; limited public third-party audit detail One assessment reused for hiring, development, leadership, mobility
DEI and compliance Longtime use; limited public third-party audit detail Third-party bias audits; EEOC-aligned; no adverse impact; 78% representation lift
Candidate experience Short, efficient tests Untimed, mobile-first; personalized Plum Profile for every candidate
Pricing and ROI Often quoted at ~5k–10k per year plus partner time Lower cost, self-serve, faster ROI from reuse across programs
Interview guides Consultant-enabled job guides Built-in structured interview guides tied to Match Criteria
Career development Consultant-led workshops Built-in growth insights and mobility support

Does Plum replace PI modules and consultant builds?

Yes, in most cases. Plum’s universal assessment and role modeling reduce assessment sprawl and consultant overhead. One survey supports many jobs and job families, which lowers TCO and speeds rollout.

How do candidate experiences compare between PI and Plum?

  • PI: short behavioral surveys plus a 12-minute cognitive test. Candidate reports and coaching materials are typically part of a consultant-guided program.
  • Plum: single, untimed, mobile-first assessment of about 25 minutes. Every participant receives a personal Plum Profile with strengths and development tips.

How do DEI, fairness, and compliance compare?

  • PI: widely used, with accessibility commitments and client-level studies.
  • Plum: EEOC-aligned constructs, forced-choice format to reduce faking, and third-party bias audits across 50k+ profiles show no adverse impact. Customers report a 78% increase in underrepresented hires.

Which platform fits SMB vs enterprise use?

  • SMBs and growth teams: pick Plum for one model that scales across hiring and post-hire programs without heavy consulting.
  • Enterprises with bespoke role nuances: PI plus partner services can fit. Add Plum when you want validated prediction, lifecycle reuse, and faster global scale.

How fast is implementation, and how do integrations compare?

Both integrate with popular ATS and HRIS tools.

  • Plum: self-serve setup, teams often go live in days, open API, 20+ languages.
  • PI: partner-guided deployments with training and manager enablement.

Decision guide: when to choose Predictive Index vs Plum

Choose Plum if you want one validated assessment that drives predictive hiring and post-hire value with lower total cost of ownership.

Choose Predictive Index if you want consultant-led, role-specific builds and you are comfortable with higher per-role setup and training.

Future-proof your workforce with modern psychometrics.

Great talent decisions start with great insight. Plum gives you a science-backed foundation to identify potential, guide development, and build leadership from within. One assessment fuels every stage of the employee journey, delivering the clarity and consistency you need to move fast and grow with purpose.

Plum brings you predictive hiring at scale

FAQ

Yes, many organizations use PI. It often requires training and partner support. Plum uses validated, modern psychometrics designed for predictive decisions at scale.

Yes. Plum generates job-specific Match Scores and structured interview guides for managers.

 PI delivers short tests. Plum provides a single assessment and a personal Plum Profile for every participant.

PI plans typically start around 5k–10k per year and often include consultant time. Plum uses a lower-cost, self-serve model with ROI from lifecycle reuse.

Plum. One dataset supports multiple programs, reduces consultant reliance, and is tied to retention and diversity gains.

PI states compliance. Plum publishes independent bias audits with no adverse impact reported across large samples.

Yes via partner workshops. Plum supports scalable leadership and mobility with built-in insights.

Yes. Plum is self-serve for SMBs and integrates with enterprise HR systems and workflows.