Last reviewed October 2026 · Paradigm Personality Labs research team
What’s the core difference between We and Predictive Index?
Direction of insight. PI’s design is top-down: data informs HR and managers about employees, and development is sold module by module. We’s design is bottom-up and whole-org: every employee sees and applies their own results, managers get conversation guides and team playbooks, and HR governs one instrument across the population. PI also uses a proprietary four-drive model; We uses the Five-Factor Model with 23 subtraits.
How do We and Predictive Index compare on the five criteria?
Criterion | Predictive Index | We by Paradigm |
|---|---|---|
Scientific foundation | PI Behavioral Assessment (Dominance, Extraversion, Patience, Formality) + PI Cognitive; published validity studies | WorkPlace Big Five Profile®; Five-Factor Model, 5 supertraits / 23 subtraits; 40+ years of research |
Workforce reach | HR and managers; individual contributors rarely see results | Every employee, same instrument, same scale |
Delivery model | HR-run platform; interview guides, relationship guides, team design | In-product journeys, conversation guides, team playbooks, before the meeting |
Governance & data | Yes; analytics on four drives | Yes; analytics on one five-factor instrument across the org |
Cost structure | Annual subscription tiered by headcount; five modules priced separately or bundled | Per user per month; no modules, certification, or facilitation fees |
Workforce model fit | Assumes you employ the people you assess | Supports employees, consultants, and contractors |
When is Predictive Index the better choice?
When a Head of Talent Acquisition or HR leader’s primary pain is hiring the wrong people, when a known-quantity brand will shorten internal approval, and when development needs are concentrated in the management layer. PI’s selection depth, interview guides, and installed base of fluent HR leaders are real advantages.
When is We the better choice?
When a CHRO or Head of L&D needs development to reach the whole workforce rather than the top 15%, needs employees themselves to act on their own results, needs one instrument from selection through succession, or runs a consulting, staffing, or contractor-heavy workforce that PI’s licensing doesn’t fit.
Can you use both?
Yes. The most common pattern is PI for selection and We for development across the whole workforce after hire. We also offers We Select for organizations that want one instrument across the full lifecycle.
Frequently asked questions
Is Predictive Index a Big Five assessment?
No. PI uses its own four-drive model. We by Paradigm is built on the Five-Factor Model (Big Five).
Does We do hiring like Predictive Index?
We Select applies the WorkPlace Big Five Profile® to selection so the same instrument carries from hire through development. PI’s selection module is deeper on interview workflow; We’s advantage is continuity after the hire.
Which is cheaper?
They price differently: PI by headcount tier plus modules, We per user per month. Model the cost of reaching everyone you intend to develop, not the entry tier.
Does Predictive Index reach individual contributors?
Typically not in a usable, ongoing form. We is built so every employee applies their own results in daily work.
Can I migrate from Predictive Index to We?
Yes; most organizations run a division-level pilot first. Book a demo to scope one.
Related: Predictive Index review · Predictive Index alternatives · We Select · What personality platforms cost