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The Organisation The connected behaviour of your whole organisation Decision Engine The reasoning behind every recommendation

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Team Composition What the people around your team make possible Selection Decide who could strengthen the team, and why Board & Leadership Your board or leadership team, read against the organisation beneath it
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Team-aware selection

Every hire is a decision about the whole team

Protu brings together what the role needs, how the team works and what each candidate could bring, so you can understand someone in the context they would actually join.

Book a conversation See how it decides

Start with a single role. Bring in the wider organisation when you’re ready.

Understand the role before the candidate

Describe the role as you know it: what it demands, where the challenges lie and what the team needs. That understanding becomes the context for considering each candidate and building more meaningful context.

See what each candidate could bring

Understand each candidate in the context of the role and team they’d join. See what they could contribute, where the trade-offs lie and what remains uncertain, so you know what deserves a closer look before deciding.

Weigh every way to close the gap

An external hire isn’t always the answer. Protu helps you identify people who could move into the role now, those with potential to develop towards it and when new capability is genuinely needed. Explore the costs, opportunities and effects on the wider team before deciding.

Develop and move recommendations draw on the people you already have in Protu.

Keep the whole decision in view

Keep the reasoning behind each decision connected to what follows, while giving every candidate a fuller understanding of their own contribution and development.

Built to inform a decision, not make one

It advises, you decide

Protu shows the evidence and its confidence. It never auto-rejects or ranks someone out; every decision stays with a human.

Behaviour, not personality

It reads patterns in how someone is likely to contribute, without reducing them to a personality type or label.

Context, not a pass mark

A candidate is understood against the role and team they would join, not a universal measure of good or bad.

Their read isn’t hidden from them

Candidates can see the behavioural read created from their conversation, with clear controls over how their information is used.

The same intelligence, across the organisation

Selection stands on its own for a single hire. Connect it to the rest of Protu and every hiring decision draws on the same understanding of people, roles and teams, so it’s read in the context of the whole organisation.

See the wider view
The organisation
01 A Person
02 A Role
03 A Team
04 A Board
One intelligence, at every level

Frequently asked questions

No. Your ATS manages the hiring process. Protu informs the decision inside it: defining what the role needs, weighing whether hiring is the right path and understanding what each candidate could contribute. It sits alongside whatever you already use.
Yes. You can run one role through Protu, read against the team it joins, without bringing the wider organisation into scope. Talk to us and we’ll price that single hire. Protu’s develop and move options get stronger as more of your organisation comes into view, but you don’t need that to start.
No. It surfaces the options, evidence and reasoning behind them. The decision, and every rejection, stays with a human.
Protu focuses on behavioural contribution, not demographic characteristics or personality labels. It never auto-rejects a candidate or flags someone as a risk, and keeps the evidence behind its conclusions visible.
Candidate data is collected with consent, encrypted and EU-resident, and never sold. Retention, deletion and export are set out in our privacy commitments.
The decision becomes part of the organisation’s memory. Protu keeps what was understood about the person, role and team, then learns from what happens after they join. Over time, who succeeds, who leaves and what happened around them can inform future selection decisions.

Start with the role, not the candidate

Bring the role you’re hiring for. See what it really needs before you decide who fills it.

Book a conversation See Team Composition