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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 reads candidates and the people you already have against the role and its team, so you can choose who would strengthen the team most.

Book a conversation See how it decides

Start with a single role. Add your team when you’re ready.

Understand the role before the candidate

Describe the role as you know it: what it demands, why it matters to this team and where the challenges lie. That understanding becomes the context for every candidate who follows.

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 fill the role

Protu shows who could grow into the role, who could step into it now, and when bringing in someone new makes more sense. Compare what each option would involve and the impact on the wider team.

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

The decision stays with you

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
01 A Person
02 A Role
03 A Team
04 A Board
The organisation 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.
Protu weighs every way to close the gap: developing someone already in the team, moving someone across from another team, or hiring. Each is read against the same understanding of the team, so you can compare what each would change before you choose.
A psychometric test measures a person on their own, against fixed scales. Protu reads how someone is likely to contribute from a short conversation, alongside the role and the team they would join, so the question is what they could bring there rather than where they score.
Yes. You can run one role through Protu on its own: each candidate is read against the role, with no team or wider organisation needed to start. Bring in the team they would join and Protu reads each candidate against it too, which is where it sees most. A single role starts from £250, credited towards Team if you step up. Develop and move options grow as more of your organisation comes into view.
AI is part of how Protu builds its understanding, never the authority that makes the call. It reads each candidate from a short conversation, alongside the role and the team they would join, and surfaces the options, evidence and reasoning behind them. It never rejects or ranks anyone out: 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 need to fill. See what it really needs before you decide.

Book a conversation See Team Composition