Essential setup instructions and product overview of Protu
Overview
This guide walks you through how your team can create roles, invite candidates, and access insight data - all within your secure Protu workspace.
Intro to Protu
Protu is a behavioural intelligence platform that helps you make smarter hiring decisions and build stronger teams. It focuses on understanding how people think, work, and contribute — not just what’s written on their CV.
Key benefits for employers and teams
Reduces guesswork in hiring
Surfaces candidate potential beyond experience
Highlights team alignment, strengths, and gaps
Builds a behavioural record you can use after the hire
How it supports better hiring and team intelligence
By shifting focus from CVs to contribution, Protu gives you a structured, repeatable way to design roles, compare candidates, and understand how each person could shape your team.
Setting up roles
Why roles matter in Protu
Roles are the starting point for all insights. Each role you create defines the lens through which candidate and team data will be interpreted.
How to create a new role
In your dashboard, go to “Create Role”, give it a name, and add a short description. This creates the foundation for inviting candidates.
Title + description best practices
Keep the title simple and close to your real-world internal naming
Use the description to highlight behavioural expectations, not just tasks
Tips for behaviour-focused role descriptions
Describe what good looks like in the role:
“We need someone who takes ownership, works well across functions, and adapts fast”
Avoid long task lists or vague phrases
Inviting Candidates
How to invite candidates to Protu
Once a role is created, click “Invite Candidates” and enter their email addresses. Each person receives a unique link to begin the process.
Is there a limit on how many invites I can send?
No, you can invite as many candidates as you need per role.
When to invite candidates
That’s up to you, 1 at a time or all together
What the candidate receives
They’ll receive a short branded email with a personal invitation and a secure link.
What the process looks like for a candidate
Takes ~10-15 minutes for candidates to complete the application process
No login or prior setup needed
They receive immediate insight feedback
Best practices for messaging candidates
Let candidates know the invite is part of your process and that insights help both sides find better fit.
Tracking progress
You can track who has started or completed the process on your Role page.
Want to try to candidate process yourself?
Contact us and we’ll send you a demo invite.
Viewing Insights
Where to find candidate insights
Inside any Role, once a candidate completes the process, insights appear automatically under the “Candidates” tab.
Who can view these insights
Only authorised users from your organisation. Candidates can only view their own insights.
How to interpret the insight scores
How to Interpret the insight scores
Each candidate is scored across key behavioural markers, with clear descriptions, rankings, and contribution styles.
Each insight includes a visual rank across behavioural markers like accountability or adaptability, helping you see both strengths and team fit at a glance.
Pillars:
These are the core behavioural traits we assess — things like Accountability, Creativity, and Teamwork. Each candidate receives a score for each pillar, which reflects how strongly they demonstrate those behaviours based on their responses.
Impact Level:
This is a 5-point scale (Lowest to Highest) showing the candidate’s potential to positively affect a team or organisation through this trait. It combines depth, consistency, and range of behaviour.
Influence Signals:
Underneath each trait are specific behavioural attributes. These reveal how a candidate naturally contributes — from supportive to transformative influence — across 100+ indicators.
Contribution Styles:
Each candidate’s top attributes are shown as “Contribution Styles.” These are their most distinctive strengths and can help guide interview questions or role design.
Why we focus on Potential
Protu insights don’t judge experience — they reveal potential.
We focus on how a person thinks, acts, and adapts in teams — not what’s on their CV.
This helps employers spot standout candidates who may be overlooked in traditional hiring, and gives every person a fair, behaviour-based opportunity to shine.
You could even put this part in a subtle callout box for emphasis.
What to do next with the insight data
Use insights to shortlist candidates, plan interview questions, and see how each person fits your team.
What happens to the insight data once a role is set to 'hired'
Insights are preserved as a permanent record and can inform onboarding or future role design.
Making a Selection
What making a selection means
Marking a candidate as “Selected” shows who you’ve progressed or hired.
What to do after you have selected a candidate
Set the Role to “Hired” to close the loop
Explore “Insights in Action” to unlock onboarding cues and team intelligence
What happens after a selection is made
This moment is for you to make any other decisions requirement in your recruitment process. It’s a holding state
When you’ve aligned on a candidate:
Update the roles status to ‘Selected’. You will see the selected candidate in the role. The ‘Selected’ status allows you and hiring teams to take any further actions before hiring the candidate.
Once you’ve decided on the candidate, you can set the role to ‘Hired’.
Repeat this process for future roles:
Every hire strengthens your organisation’s behavioural intelligence, improving future hiring decisions over time. Once a role is complete, as in a candidate has been set to be hired, Protu uses this role to help improve future team insights.
Role Status Flow
Status overview
Protu uses three simple role states to track progress:
Active
The role is open and candidates can still be invited or added.
Why it matters…
Selected
You’ve identified one or more final candidates.
Why it matters…
Hired
Marks the end of the hiring process and locks the role for insight review.
Why it matters…
When to close a role and why it matters
Setting roles to “Hired” ensures your insight data is archived and supports downstream use like onboarding and team analysis.
Setting up your team
Your Workspace
Workspaces are secure spaces for your company’s roles, users, and insight data.
We’ve set up a private workspace for Clarkslegal that’s only accessible to your authorised team and Protu support team. Candidate have restricted access that only allows them to view their own insights - never your internal workspace
Why setting up your team gives better insight
When team data is available, Protu can generate team-level intelligence like alignment maps and behavioural coverage.
Admin vs. Other Users
Admins can manage users and create roles. Other users can view insights and participate in decision-making.
1. The Administrator
Your nominated Administrator has full access to manage the workspace and:
Invite team members
Create and manage roles
Invite candidates
Track insight completion and view candidate insight
Close roles after recruitment
Your Administrator will receive an email from us with their login details.
2. Other Users
You can invite other team members to view candidate insights or participate in the hiring process. All users must have a valid reason to view candidate data under GDPR.
How to create a team and add users
Invite users via email in your Workspace settings. Assign them to specific roles if needed.
Steps to invite team members
Go to "Settings" on your dashboard: Select "Team"
Enter the email address of the person you want to invite in the "Invite Member" field: Click "Invite"
What the team lens reveals during candidate review
See how each candidate might influence your current team makeup, fill behavioural gaps, or bring in fresh traits.
Could benefit from a one-sentence example of what the “team lens” reveals.
Example: “The team lens helps you spot over-concentration in certain traits or missing behaviours your next hire could fill.”
GDPR Reminder
Only invite team members with a legitimate interest in viewing insight data.
Common questions
Who we are
Protu is an independent platform built to reimagine hiring around people, not processes.
What if a candidate asks “what is Protu?”
It’s a 10-minute process that gives them unique insights into how they work — and helps you understand their contribution style.
Can I re-invite a candidate?
Yes. If someone hasn’t completed the process, you can resend the invite anytime.
What happens after the role is closed?
Insight data remains visible and useful for onboarding, future roles, or team design.
How can I contact customer support?
Contact us here or ….
Other useful links
Read our Security & Privacy policies
How Protu scores behaviour & how our models work
Contact Support or Report a problem