Your First Role

This guide walks you through creating a role, inviting candidates, and reviewing your first insights. The process usually takes around 10 minutes.

Create Role → Invite Candidates → Assessment → Insights → Compare → Decide

Create a Role

From your dashboard, click Create Role.

What you’ll enter:

Field	What to write	Why it matters
Role name	The job title (e.g., “Senior Product Designer”)	Used across Protu to identify the role in dashboards, comparisons, and team views
Description	What the role does, key responsibilities	Provides context for anyone reviewing candidates or comparing against team needs
Team (optional)	Which team this role is hiring for	Unlocks team-level intelligence showing how candidates would change your team’s composition and dynamics

All of these can be edited later, so don’t feel you need to get them perfect first time.

Click Create

Your role is now live. You’ll land on the role dashboard, ready to invite candidates.

Invite Candidates

From the role dashboard, click Invite Candidates.

Option A: Individual Invite

Enter a candidate’s email address and click Send Invite.

Option B: Bulk Invite

Have multiple candidates? Click Bulk Invite and either:

Paste multiple email addresses (one per line)
Upload a CSV file

All candidates receive the same professional invitation.

What candidates experience

Candidates will go through a short, structured process:

Email invitation with a link to their assessment
A short introduction explaining the assessment
A conversational assessment (15-20 minutes)
A confirmation once they complete it

Candidates can complete the assessment on any device. Most finish within 20 minutes.

Tracking progress

As candidates complete their assessments, they’ll appear in your role workflow.

Status	Meaning
Invited	Email sent, not started
Onboarding	Opened the link, hasn’t begun the assessment
In Progress	Started but not finished
Completed	Assessment done, insights available

Review Insights

Once a candidate completes their assessment, click their name to see their profile.

Both the candidate and the hiring manager see the same intelligence from their own perspective. Candidates get their personal behavioural profile immediately after completing the assessment. Hiring managers see that profile alongside team context and deeper analytical insight.

Behavioural composition

Their profile shows how impact is distributed across all 10 behavioural markers. Each marker represents a dimension of how this person works, and their impact level shows the potential contribution they may bring in that area.

There are no right or wrong results. Different combinations suit different roles and teams.

Behavioural signature

A deeper view of what drives this person:

Leading trait: Where their strongest potential lies across markers
Influence style: How they naturally affect those around them
What drives and motivates them: The behavioural patterns behind how they engage
Potential: Where Protu sees capacity for growth and emerging capability

This goes beyond describing what someone is like. It surfaces what they may contribute and where that contribution could develop.

Team intelligence (if a team is linked)

When the role is linked to a team, Protu analyses how this candidate would change the team’s behavioural structure:

How their patterns compare to existing members
Which gaps in the team’s composition they would address
How the team’s dynamics and influence distribution would shift

This is not a compatibility score. It’s a preview of what would actually change if this person joined. Learn more about Hiring Into Teams.

With and without team hiring

If no team is linked, you still get full behavioural intelligence for each candidate. You can always add a team link later.

Compare Candidates

As more candidates complete, use the comparison view to evaluate them side by side.

From your role dashboard:

Select the candidates you want to compare
Click Compare
Review their behavioural composition, signature, and team intelligence together

What to look for:

Patterns: Do your top candidates share certain behavioural strengths?
Diversity: Are you considering different working styles?
Team impact: Who would most strengthen your team’s composition and dynamics?

Make a Decision

When you’re ready:

Shortlist candidates you want to interview
Progress candidates through your hiring stages
Hire when you’ve found the right person

After the Decision

What candidates receive

Every candidate keeps their behavioural profile, whether they’re hired or not. This is by design. The assessment gives candidates genuine insight into how they work, and that value doesn’t depend on the outcome. It’s feedback they can use for their own development, future roles, and self-understanding.

From candidate to employee

When a candidate is hired, their insights don’t start over. Their behavioural profile carries forward and evolves into employee-level intelligence, now contextualised within their team. They can use these insights to understand how they contribute to the team, where their strengths complement others, and how to develop within the group they’ve joined.

Feeding team intelligence

As a new team member, their behavioural profile immediately becomes part of the team’s collective intelligence. Team composition updates, dynamics shift, and Protu recalculates how influence, gaps, and strengths are distributed. The hire doesn’t just fill a role; it reshapes the team’s behavioural structure.

Shaping your team’s trajectory

Over time, every hiring decision compounds. The patterns behind who joins, how they integrate, and how the team evolves all deepen Protu’s understanding of your organisation. Future recommendations become sharper, scenario predictions become more reliable, and the intelligence you act on reflects the full history of decisions that shaped your team.