Our Philosophy
Build roles through conversation,
not credentials
Build roles through conversation, not credentials
We didn’t set out to build another hiring tool. We set out to fix what it feels like to find a job.
We didn’t set out to build another hiring tool. We set out to fix what it feels like to find a job.
If you’ve ever applied for a role and wondered if anyone actually read what you wrote - or joined a company only to discover the role was nothing like the description - you’ve already seen the problem up close.
If you’ve ever applied for a role and wondered if anyone actually read what you wrote - or joined a company only to discover the role was nothing like the description - you’ve already seen the problem up close.
The hiring process isn’t failing for lack of effort - it’s just built on systems that were never designed to see the whole person.
The hiring process isn’t failing for lack of effort - it’s just built on systems that were never designed to see the whole person.
Most hiring tools optimise for speed and scale - not understanding. Roles stay static even as teams evolve, and they rarely reflect what teams actually need. CVs and ATSs reduce people to keywords. And “fit” too often just means “familiar.”
Most hiring tools optimise for speed and scale - not understanding. Roles stay static even as teams evolve, and they rarely reflect what teams actually need. CVs and ATSs reduce people to keywords. And “fit” too often just means “familiar.”
But contribution isn’t static - it’s a pattern that’s behavioural, contextual, and relational. It requires interpretation and evolves. And even when candidates stand out, the process rarely sees them. That’s not just inefficient - it’s exhausting.
But contribution isn’t static - it’s a pattern that’s behavioural, contextual, and relational. It requires interpretation and evolves. And even when candidates stand out, the process rarely sees them. That’s not just inefficient - it’s exhausting.
“Contribution isn't a keyword. It's a pattern.”
"Contribution isn't a keyword. It's a pattern."
We’ve accepted systems that mistake uniformity for fairness. But roles should be designed, not inherited.
We’ve accepted systems that mistake uniformity for fairness. But roles should be designed, not inherited.
So we built Protu to listen before it filters.
So we built Protu to listen before it filters.
It starts with conversation. Where candidates reflect on how they think, lead, and work. We surface traits that shape contribution, the potential for impact, and how someone might grow inside a team.
It starts with conversation. Where candidates reflect on how they think, lead, and work. We surface traits that shape contribution, the potential for impact, and how someone might grow inside a team.
“Every conversation tells a story.
The question is whether your system’s listening.”
"Every conversation tells a story. The question is whether your system’s listening."
“Every conversation tells a story.
The question is whether your system’s listening.”
Insight isn’t just for employers. We share it with team members and candidates too - because stronger teams start with clarity on both sides. It’s not just about supporting a decision, but shaping how a team grows. Every conversation leaves both sides clearer, more aligned, and better prepared to grow - together or apart.
Because insight runs deep. Contribution doesn’t show up the same way in everyone - it’s shaped by intensity, interaction, and context. A candidate’s impact emerges through unique combinations, creating near-infinite ways someone can shape a team. These aren’t fixed traits, but evolving insight patterns.
Because insight runs deep. Contribution doesn’t show up the same way in everyone - it’s shaped by intensity, interaction, and context. A candidate’s impact emerges through unique combinations, creating near-infinite ways someone can shape a team. These aren’t fixed traits, but evolving insight patterns.
We draw from both foundational and emerging theory, combining behavioural science with machine learning to turn conversation into clarity. To build something useful. Something usable. Protu doesn’t just generate intelligence - it builds memory.
We draw from both foundational and emerging theory, combining behavioural science with machine learning to turn conversation into clarity. To build something useful. Something usable. Protu doesn’t just generate intelligence - it builds memory.
“Hiring decisions should teach your organisation - not just fill your seats.”
"Hiring decisions should teach your organisation - not just fill your seats."
“Hiring decisions should teach your organisation - not just fill your seats.”
Great teams aren’t built on guesswork. They’re built on what every hire teaches, and on the momentum that builds when the right people click. When roles are shaped by people - not just filled, teams become stronger by design.
Great teams aren’t built on guesswork. They’re built on what every hire teaches, and on the momentum that builds when the right people click. When roles are shaped by people - not just filled, teams become stronger by design.
And when your system learns from those patterns, it grows smarter - helping every future team start from a better place.
And when your system learns from those patterns, it grows smarter - helping every future team start from a better place.
Because when your hiring system learns, your whole organisation does too.
Because when your hiring system learns, your whole organisation does too.