Plum measures the behavioral traits that predict job success, helping teams hire for potential and match people to roles where they will thrive.
Resumes describe the past; Plum measures how someone actually works. Its psychometric assessment scores candidates on traits like adaptability, communication, and problem-solving, then matches those profiles against a role’s success blueprint. Recruiters get an objective shortlist ranked by fit rather than keywords, and the same data powers internal mobility by showing which current employees match open roles. Built on industrial-organizational psychology, the platform aims to reduce bias while improving retention.
Teams that adopt Plum typically redesign their funnel around fit: candidates are assessed early, and interviews focus on the people most likely to succeed and stay. The same trait data supports internal development conversations, since the framework describes how people work rather than what they know. Because the assessment is quick and game-like, completion rates stay high even in high-volume hiring.
Teams wire Plum into the top of the funnel so every applicant completes the assessment early, then interview from the ranked shortlist. The trait framework doubles as shared language for development conversations after hiring. Because the assessment feels game-like rather than exam-like, completion rates stay high in graduate pipelines where candidate experience shapes employer brand.
The assessment takes about twenty-five minutes, which candidates tolerate when the experience is engaging and the outcome is fairer consideration. Employer brand content around skills-based hiring often begins with programs like this.
Plum offers a free trial for teams to run an assessment cycle; ongoing plans scale with the number of roles and assessments used.
Talent acquisition and people teams that want structured, evidence-based hiring rather than gut-feel resume screening. It fits employers hiring for potential in roles where soft skills drive performance.