The Predictive Index behavioral assessment — often called the PI Behavioral Assessment or just "the PI" — is a workplace personality tool that measures four core behavioral drives. It's not a pass/fail test. There's no score to beat. But that doesn't mean you can ignore it.
Thousands of companies use PI as part of their hiring process — and increasingly, for team-building, management coaching, and succession planning. If you've been asked to take it, you're probably wondering what it measures, what your results mean, and whether there's any way to prepare. This article answers all of that.
PI measures four factors that it calls "drives" — innate behavioral tendencies that stay relatively stable across your career:
Your responses to the PI generate a pattern across these four drives — and that pattern gets matched to one of 17 Reference Profiles.
PI groups behavioral patterns into 17 Reference Profiles, organized into four broader categories:
Each profile comes with a description of typical working style, strengths, and potential blind spots. A Maverick scores high on Dominance and Extraversion but low on Formality — thinks big, pushes boundaries, can be impatient with process. A Scholar is methodical, independent, and highly formal — prefers deep analysis over social interaction.
Knowing which profile you fall into doesn't predict whether you'll get hired. It predicts how you'll behave on the job — and whether that behavior fits what the role actually requires.
The format is deceptively simple. You get two lists of adjectives — 86 in total. For the first list, you check every word that describes how others expect you to behave at work. For the second list, you check every word that describes how you actually feel you are.
The whole thing takes about six minutes. Most people don't realize they're generating meaningful behavioral data from what feels like a simple word-picking exercise. The gap between your two lists — what you show others vs. what you feel internally — is one of the most informative parts of the output.
Some candidates try to figure out what the company wants and respond accordingly. It's a bad strategy. First, the assessment picks up inconsistencies across the two lists. Second, even if you game it successfully, you end up placed in a role that doesn't match your actual drives — which typically leads to disengagement, poor performance, or early turnover. The company will eventually figure that out.
The better approach: answer honestly, then prepare to discuss how your behavioral profile fits the role. Employers who use PI well are looking for fit, not perfection.
Many companies use both the Behavioral Assessment and the PI Cognitive Assessment (PICA) together. They're separate tools measuring very different things:
If your employer sends you both assessments, the cognitive one is where preparation makes a direct difference. Practice tests, timed drills, and familiarity with question types (numerical, verbal, abstract reasoning) can meaningfully improve your PICA score.
When you complete the PI, your results get mapped to a behavioral pattern and Reference Profile. The hiring manager — or an HR professional trained in PI — sees:
Most employers aren't using PI to screen out candidates outright. They use it to structure interview questions — probing for how someone with your profile might struggle in this particular role. If you're a low-Formality person interviewing for a compliance auditor position, expect questions about how you handle detail work and following established procedures.
Since there are no right or wrong answers on the Behavioral Assessment, traditional study techniques don't apply. But you're not helpless either:
PI is particularly common in sales organizations, financial services, healthcare management, and technology firms. Roles where behavioral fit is highly predictive — account executives, customer success managers, operations leads, and team managers — are where you're most likely to encounter it.
It's also used heavily in executive hiring, where understanding the leadership style of a prospective hire matters more than any skill assessment. At the C-suite level, companies are often explicitly using PI to check whether a candidate's dominant drive matches what the culture needs.
If you've already taken the PI or you're reviewing your Reference Profile, dig into what the four drive scores actually mean in context — not just the profile label. A Promoter with a slightly lower Extraversion score than average will behave differently on a team than a Promoter near the top of that scale. The profile name is a summary; the pattern is the real data.
Use our PI Reference Profiles practice test to test your understanding of how the 17 profiles map to behavioral patterns — useful both if you're being assessed and if you're a manager learning to use PI results with your team.
For candidates preparing for the cognitive component, our PI Cognitive Assessment practice test covers the full range of question types under timed conditions. That's where dedicated practice makes the biggest difference in your actual score.