Ideas for Hire as submitted to our Feature Upvote board. Ideas are ordered by 'new' and the 50 top matches are included. pr_5ixqqsj5ftvad2z 2024-10-25T15:42:42Z sug_zhkrwtdoh5lc8nv 2025-04-03T00:58:03Z 2025-04-03T01:00:07Z Please provide your ideas in the comments below on ways to incorporate AI into Hire. The more detail the better. Please try to highlight the problem that is being solve with the suggestion . sug_wbnqm4fxh5cvwxg 2026-04-21T17:24:04Z 2026-06-03T15:32:57Z With the reintroduction of the long-form Job Assessment, there needs to be a way for our certified and highly trained analysts to be able to skip selecting behavioral and cognitive traits within the long-form assessment when creating job profiles. They need the ability to go straight to the BA and CA targets and set manually without having to start with the JA, benchmark, etc. This was available in the old software and has become a pain point for clients. Note: this request is different than the "Skip for now" that is available in the software today, as eventually the user needs to create a target and is forced to use the job assessment, benchmark, or top performer to create the targets. For our highly trained analysts, they already know where they want to set the BA and CA and just want to get that set as efficiently as possible so they can focus on hiring the best people. sug_hxummzehty4yrhx 2026-05-29T12:59:54Z 2026-06-03T15:32:11Z Many larger clients want to have more than 5 people complete a JA for a specific job, to see if they are aligned with their view on the job. An example is a client that has 8 regional managers. This feature was available in Legacy and now not. Clients are not happy. sug_v7r7e3ninxox0t8 2026-05-28T12:11:55Z 2026-06-03T15:26:32Z Please add the option to send the Behavioral Assessment and Cognitive Assessment together as one combined candidate assessment flow. Right now, candidates complete the Behavioral Assessment first, then receive a separate email for the Cognitive Assessment. Many candidates miss the second email, which creates drop-off, delays our hiring process, and adds extra follow-up for our team. Since PI is our first filter for screening candidates, we need a way to have candidates complete both assessments in one sitting before moving forward in the process. sug_u4t6wcmxbhgg7po 2026-05-06T15:51:22Z 2026-06-03T15:04:40Z I think Hire admins should be able to set cognitive targets. Otherwise the burden to send cognitive assessments, set cognitive targets, and distribute cognitive reports can only be done by a small subset of people. Many of our clients only have one cognitive admin, and they aren't necessarily involved in setting job targets, interviewing, selection, etc. sug_1gdnfohofwsl6qg 2026-05-20T18:09:33Z 2026-06-03T14:47:44Z Add an ala carte download option that allows the client to choose any/every possible configuration of Hire reports for a candidate, i.e. Behavioral Report, Job Fit, Interview Builder, Cognitive Report. At this time, there is no option for getting a Job Fit Report unless you download the Full Insights Packet. People don't always want that, so it adds extra work to pull things out of the download before passing along to hiring managers and others in the interview process and/or moving though the ATS integration. On a related note, a one-page snapshot as a new options would also be very helpful! sug_lbwmx0vh1tnwewa 2026-05-28T15:47:22Z 2026-06-03T14:47:36Z I haven't seen this in the suggestion pool if I missed it I apologize for duplications. It would be great if there was a search option that blanketed the entire Pi modules and then gave you the results showing what module the person's profile was in. So if I'm searching for Maria Rivera there may be one in the hiring module and in the imagine module they could potentially be the same person so a defining trait such as the e-mail address would be helpful as well or that person could potentially have been in hiring and moved to imagine but right now if I go into search for them I have to go into hiring search for them find that they're not there go into imagine search for them and find that they have been moved there. It would just be more efficient regardless of what module you're sitting in if you're using the search option that it blanketed all of those areas and then the results could have a a row with the person's name hyperlink for their profile the e-mail address and then potentially an icon in that same row saying oh this person is in the imagine module and the development module or they're just sitting in the hiring module because they can't be in hiring and imagine at the same time I just thought it would be more efficient sug_fbdnpdjqu9jab2z 2026-04-01T13:11:22Z 2026-05-13T21:25:10Z Hello, I am very grateful that we can now sort by cognitive score again. Can you allow to sort by reference profile. I know that you might have answer that "the fit is more important than the profile name." However, It should take you extremely little time to allow us to sort like you can on every single field that you now have in the candidate view now. It can be useful for finding someone whose name you have forgotten but you remember the profile. It can also be useful for showing that the role by itself might not actually coordinate the best fit. Rather, two people with the same profile could be meaningfully different in terms of fit for the job profile. sug_cjg1z4cwjzqwz8t 2026-04-01T13:17:20Z 2026-05-13T21:23:46Z A recent update made it even more frustrating to resend out assessments to those who have not replied. Historically, I could select multiple people at a time and then bulk send the cognitive and bulk send the behavioral. Then, you took away the check box and I had to hit "resend" within the list. Now, I have to click into the 3 dots and then click individual send behavior assessment and send cognitive assessment. Sample Differential in clicks old way versus now: Old Way: 20 people didn't do both. Select all on screen that didn't take the behavioral (could be all on screen) , select all and hit resend. TWO CLICKS New Way: For each individual person, click the 3 dots and then click the resend button. 2 clicks * 20 people = 40 clicks Why would you want to make it more difficult to make the system? It seems too much effort is going into making the system look cleaner at the expense of being usable. sug_g6ztypaxbaehzbz 2026-04-20T20:38:21Z 2026-05-13T20:57:24Z Client wants to know why they could print and download Job Reports in the past and why they no longer can? sug_glpx1krw9kgp3ba 2026-04-20T20:45:05Z 2026-05-13T20:51:44Z In Legacy, users could set notification levels for the assessment taker: no notification, completion email or BA report. The only options in PI2 are "no notification" or "send the behavioral report". The completion email helps the assessment taker confirm that the submittal has occurred and provides "proof" when a recruiter can't find it. I don't have numbers, but it must also reassure them so they don't retake the assessment. For clients, it's taking away an option they had. The assessment sender was added to the "space" where the assessment taker was showing and many clients might be under the impression - if you look quickly - that the software is confirming to the candidate. This function is available in Seller Tools. sug_zea8fq9xryugca0 2026-05-11T20:31:15Z 2026-05-12T17:12:58Z When creating a Job Target, clients had the option to place a different weight on behavioral and cognitive for the overall "fit" ranking. In some roles, clients weighted cognitive higher, due to a heavy emphasis on speed of learning, processing in the role. In other roles, they weighted cognitive lower... sug_7hu7yqkbl6iobjj 2026-05-07T20:38:56Z 2026-05-12T13:51:05Z When calibrating a PI Job Target with multiple contributors, the current experience requires hovering over each data point to identify who said what. This makes it difficult to spot alignment and misalignment quickly, especially when comparing responses across several stakeholders. Two improvements would make a meaningful difference: Option 1: Color-code each contributor's inputs so their selections are visually distinct throughout the target. Option 2 (preferred): Display each contributor's initials directly next to their A, B, C, D selections, so alignment and gaps are immediately visible without any additional interaction. Both options would significantly improve usability during calibration sessions and reduce friction for teams adopting the Job Target collaboratively. sug_uumxtslixqr01ks 2026-04-10T17:56:51Z 2026-05-11T20:29:06Z My client recently asked for an export of all Employee and Candidate BA's and CA's. Unfortunately, candidate data is only able to be exported from each job. This is a very cumbersome task and the client pushed back to request an export as she had been able to pull in the legacy software. Luckily PI offered to help this one time, but I have a feeling we will get similar requests in the future if we haven't already. sug_61lqhuablm2ulv8 2026-04-13T12:39:05Z 2026-05-13T21:29:38Z please allow us to sort by pending assessment in Hire. sug_o1zos2fktpyywnp 2026-04-10T14:19:44Z 2026-04-10T17:26:31Z In Hire, can we add options for candidate notification settings--confirming the completion email and an option auto-send the report. Thanks! sug_ecizjri5l596srb 2026-02-24T18:38:04Z 2026-03-31T13:41:13Z Since transitioning to PI2, the Job Fit outputs feel significantly more generalized compared to Legacy — even when using the same migrated Job Assessments. In particular, caution areas appear softened and less behaviorally specific. Statements such as “May have a more casual working style” do not always reflect the most relevant areas of potential friction for certain profiles and roles. This shift reduces consultative depth in hiring conversations and makes it harder to confidently discuss meaningful tradeoffs. I've tactically used and relied on the candor and clarity of PI’s behavioral science as a differentiator in my actual hiring scenarios. If this interpretive shift was intentional, greater transparency around the rationale would be helpful. Otherwise, restoring stronger behavioral specificity in Job Fit narratives would materially improve trust and usability. sug_tibsggwr99sq4lc 2026-03-19T20:14:11Z 2026-03-31T13:39:22Z Make the summary downloadable. sug_pbhafibarptzmlp 2026-03-19T20:16:54Z 2026-03-31T13:39:19Z Allow recruiter to copy and paste all interviewer feedback from ATS into Interviewer Feedback to be able to generate the AI summary, rather than having to send a link to each interviewer. sug_x3y0mr4wi7tqr8m 2026-03-19T20:12:24Z 2026-03-31T13:39:18Z Create a link that a recruiter can send to an interviewer to provide the feedback...along the lines of an open invitation link for the BA. The recruiter can then include the link in their email to all interviewers along with other pertinent info. sug_hirlivsc00jvng2 2026-03-18T15:13:17Z 2026-03-18T15:27:51Z Ability to review/update/change the characteristics for the Behavioral Target after the job has been set up without having to create another job. sug_si61esoorztejkg 2026-03-11T19:27:45Z 2026-03-13T16:06:45Z Client is asking for the option to choose the cognitive target from a ready-to-go benchmark that is a common target based on the role. Similar to the PI benchmark in the behavioral target. sug_do8xlf1nceb9iqc 2026-03-09T18:38:48Z 2026-03-09T18:43:37Z Large clients have 100s of people in Other Matches for This Job. It would be helpful to have the ability to download that list so they can edit out unsuitable options then share the list with others. sug_rsrba6qgfwqofjb 2026-02-26T18:32:02Z 2026-02-26T18:35:48Z In the past interview guides listed the reference profile of a candidate, is this something that can be added back to the updated interview guides? This has provided better insight in the past to our managers in knowing what reference profile a candidate is under. sug_plm3f2qmmiqthic 2026-02-25T07:53:38Z 2026-05-26T17:51:31Z We need to be able to export a CSV of all candidates (not just the ones for a job) along with their scores, profile, etc. like we could in legacy. No longer having this ability seems like a big step backwards in functionality. I realise it has been enabled for all candidates applying for a particular job. I am looking for the functionality for all candidates in an account. sug_sxhzpi9yy08jkrw 2026-02-18T15:57:32Z 2026-02-18T16:27:58Z The job target list view would be far more usable if it included a visible creation date column. The modification date does not reflect when a job target was actually created. When multiple targets share the same name, there is no quick way to distinguish them without opening each one individually. Every click resets the list when you return, which turns a simple check into a frustrating loop of hunting and reloading. This is information users need at a glance. The creation date provides immediate context, reduces unnecessary navigation, and saves time and clicks. sug_eouzusmzrop32ik 2025-10-24T19:33:15Z 2026-02-11T18:42:50Z Managers with View Only access to a Job should not be able to edit or adjust target information and they should not be able to transfer ownership of the Job to someone else that already has access. If they can only share the Job with others for View only, why would they also be able to change the ownership of the Job? sug_bcqr0k3onhxpbpt 2025-11-12T17:39:59Z 2026-02-11T18:36:36Z Clients are concerned who will have access to Interviewer Feedback data and summary. Managers are granted access to HIRE so technically a new manager can go back and see feedback about themselves after hired the way the software is set up now. Need to limit who has access to summary in Interviewer Feedback tool. sug_bw9beqxrfjoqovx 2025-10-22T14:43:24Z 2026-02-11T18:35:51Z If the cognitive numerical value is toggled off when viewing the cognitive target, it should not appear in the downloaded job report PDF. There should at least be another option to remove the numbers from the job report. We do not share the exact numbers with hiring leaders because it leads to additional bias or incorrect use of the tool - we only share the fit rating (cautionary, moderate, strong). It would be nice to have the option to remove the number from the job report, or the option to remove the cognitive target from the report altogether. sug_lyowsbjnq3nc5kl 2025-10-08T17:49:14Z 2026-02-11T18:35:42Z When adding Custom Questions to an Interview Guide, have the ability to choose questions related to Factor Combinations and Cognitive Ability. These resources already exist (attached), so the suggestion is to add these to the workflow as questions to consider adding to beef up the interview guide, particularly since the Interview Feedback function allows for multiple interviewers. Additional questions specific to fit/gap on combinations and cognitive generally would be helpful. Of course, if the system could identify the biggest gaps in FCs and suggest the additional questions for the user that would be even better. sug_inubkfkbind6di3 2025-10-08T17:37:39Z 2026-02-11T18:35:32Z Exciting to see the BETA of Interview Feedback. Would love to see a dynamic approach to allow assignment of different questions to different interviewers or stages of the interview to avoid repetition, with separate summaries for each stage of the process. sug_rst9q53ixggoasj 2026-02-10T20:54:11Z 2026-02-11T14:47:37Z There should be a report that you can download that has all your Jobs and the target cognitive scores so we can download and make sure we are aligning like roles. This would also help to ensure each role has a target that is supposed to. sug_vo4ldlhwikefadn 2025-12-08T19:32:59Z 2026-02-06T20:49:37Z I have a few clients who are frustrated that they don't have access to a candidates BA results if the candidate has multiple BA results. It would be great to be able to switch between BA results for a candidate. Again, their updated self-concept would be very helpful. sug_s2jejyqu53z0qtb 2026-01-05T13:22:21Z 2026-02-06T20:49:08Z sug_5r5blcpqf7tbaea 2025-11-20T16:30:19Z 2026-02-06T20:47:47Z Currently, there is no way to auto-send the cognitive assessment upon completion of the behavioral when clients send the assessments directly through the software. This was a feature in legacy, and was requested by a client when they upgraded to PI2. I know the auto-send feature exists with assessment links, but this also needs to be a feature again for clients that send both assessments directly through the software. They are noticing less people are completing the CA when both assessments are sent at the same time. sug_p2uc1f6puab8o47 2025-10-08T16:07:16Z 2026-02-06T20:26:39Z Add the ability to sort jobs in Hire by Job Owner...will help to do cleanup or easily transfer ownderhsip when someone departs the organization. sug_ia5exsmfhr9hg9y 2025-10-08T18:08:41Z 2026-02-06T20:25:37Z Clients have asked if they can include questions related to company culture or other standard questions that they tend to ask all candidates on the Interview Guide with the custom question field. They can do this today, but it needs to be typed individually for each candidate. Could PI make a standard field for each job that would allow the same question to automatically be added to each Interview Guide for that job to cover these types of questions? Core competency questions or Core Value questions would be examples. sug_eqqox6idvj1eccl 2025-11-07T16:52:03Z 2026-02-06T20:23:08Z Currently, users must visit each job to view a candidate's job and cognitive fit. Adding two columns to the general candidates tab will make it more convenient for users to move candidates in bulk to other jobs they may fit better in. sug_qldsnreekyadcsw 2025-12-11T16:03:29Z 2026-02-06T17:38:24Z As an HR Manager with a heavy focus on recruiting, I rely heavily on my mobile device to keep the hiring process moving. I really appreciate receiving notifications when candidates complete their assessments, but the new platform isn’t mobile-friendly, which makes it difficult to quickly review results from my phone. A mobile-optimized view—or even a simplified results display—would make a significant impact on usability for those of us who work on the go. Enhancing mobile functionality would greatly improve the overall experience and efficiency of the platform. sug_qmfnqtpm8sdwkcz 2025-12-23T19:23:19Z 2026-02-06T17:32:19Z We previously shared the single-page Snapshot report with hiring panels so they could quickly understand a candidate’s Behavioral Assessment at a glance. Currently, the only options are the Interview Builder (which provides very limited bullet points) or the full 5-page BA, which is often more detail than a hiring panel needs. It would be extremely valuable to have a summary or single-page highlights view reinstated for quick, practical review during the hiring process. sug_vkpouo8v9tqlek7 2026-01-07T19:20:19Z 2026-02-06T15:23:09Z Ability to sort by reference profile in all PI2 people lists sug_vnnpvvhtqts2fth 2026-02-04T20:33:06Z 2026-02-06T14:24:32Z Previous software allowed a customized message for both the behavioral and cognitive emails that were sent to candidates. That is no longer available. Also, many candidates say they are not getting the cognitive assessment, so something is wrong there. sug_8bvov2lkfgedqfg 2026-02-02T15:06:27Z 2026-02-03T13:22:19Z With multiple users on our account, the risk of losing candidate or team member data is growing. The only way for us to add a candidate back into the system is with their email and BSID. It would be awesome if the BSID could be added to the Candidate Insight Package. At present, we download the Candidate Insight Package and the Behavioral Report. Our team primarily utilizes the Candidate Insight Package for candidate interviews, the Behavioral Report is only downloaded to get the BSID to then add to the candidate profile in our ATS. sug_oge0jfxqn3eorrj 2026-01-29T21:45:54Z 2026-01-30T13:56:03Z A client made a great suggestion that when a candidate is 'hired' and the Hiring Manager clicks "Mark As Hired", it would be great to have the option to automatically send the new employee a copy of their BA. It would remove one administrative burden from the Hiring Manager's list. sug_dga1qoyywxxips2 2026-01-28T22:04:09Z 2026-01-29T15:46:10Z Problem: Interview Builder requires manual question setup per candidate. No admin option for company-wide defaults. Solution: Allow admins to create default custom questions that auto-populate for all users while preserving individual customization ability. Benefits: Saves time for hiring teams Ensures consistent company-wide questions Maintains flexibility for user-specific additions Current Workaround: Each user manually adds questions via "Write Your Own Question" per candidate. Impact: Streamlines hiring process and ensures consistent, company-approved questions alongside AI-generated behavioral fit questions. sug_hpozsseigdpobrc 2026-01-15T18:55:23Z 2026-01-15T20:28:16Z Client asks this question: Can you see if Thai is on PI’s radar to add for report languages…that would help us tremendously. Right now the managers use Google Translate but they are worried how accurate the translation is…they don’t want to lose any meaning or change the intent. sug_n1qtnka9egh5uff 2023-09-08T05:55:25Z 2025-12-30T19:00:01Z In the US version of the email invite to take the cognitive assessment, there is a flaw. It says Dear... and then straight after Hi! Dear Erik Eriksson Hi! You're invited to take the PI Cognitive Assessment. Please read the instructions below and click the link when you're ready to take the assessment. Thank you! Why not remove the Hi! - it is redundant and looks silly or Remove the Hi! and write Hi Erik Eriksson, You’re invited to……….. #2 would be the best option as Dear is becoming a bit old-fashioned sug_cszp99w9zyglmdf 2025-08-06T18:46:11Z 2025-12-30T18:47:37Z There appears to be a limit of 50 words when saving job titles in Hire. However, there is no word count indication in the software, so if the user exceeds the word count, the "Continue" button becomes greyed out and they are unable to proceed with the next step to setting the job target. sug_cpcomvlggkzfyui 2025-07-01T19:01:56Z 2025-12-30T18:46:47Z When trying to add a candidate to a job that they are already associated with, you get a screen like this (attachment ) that does not let you know that that person exists already or that they are associated with the job. Its just a blank page that doesn't allow you to move forward or provide any messaging and makes you think there is a software malfunction. We should add messaging similar to the kind you get when you try to email the BA to a candidate that already has a completed BA with the company or a candidate that is already associated with another job. The messaging reads as, "Person has already taken the Behavioral Assessment. Proceeding will use their existing results" and "Person is already associated with another Job. Proceeding will move Person to this Job." I believe the messaging, "Person is already associated with this Job. Please check the Candidate list for their Behavioral Assessment" would work! sug_2fk03xyazgy5nft 2025-09-25T14:23:01Z 2025-10-01T17:29:30Z By default, the Assessment taker notification settings for BA URLs in PI Hire are set to "None." Changing this each time a new job is created compounds and is time consuming. This is a request to enable Org Admin users to dictate the default settings for Assessment Links in PI Hire.