Infor Talent Science is a behavioral assessment platform backed by Ph.D.-level I/O psychology and over 25 years of predictive hiring data. Unlike skills-testing tools, it measures behavioral fit rather than technical ability, making it a strong pick for large organizations hiring at volume who want science-backed candidate screening with hands-on psychologist support.
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PROS
- Dedicated I/O psychologists build and maintain role-specific performance profiles tailored to each client organization.
- Unlimited assessments included with headcount-based pricing; no per-assessment charges regardless of candidate volume.
- Integrates with major ATS’ (iCIMS, Workday, Greenhouse, SmartRecruiters) with SSO access to reports.
- One assessment scores candidates against multiple role profiles, enabling internal mobility and career pathing without re-testing.
- Employee development, onboarding guides, and team-building modules extend value well beyond initial candidate screening.
CONS
- 500 employees required, ruling out small and mid-sized businesses entirely.
- Custom profiles require adequate data collection, so niche or low-headcount roles may rely on less precise standard profiles.
- The assessment can add a step to the application process, which may affect completion rates in some hiring environments.
- Behavioral assessment only; no skills testing or technical evaluation. Buyers who need both will need a second tool.
- No public pricing; quotes are based on deployment scope, profiles, and business objectives
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Infor Talent Science, formerly PeopleAnswers (founded 2001, acquired by Infor in 2014), is one of the longest-running behavioral assessment platforms on the market. It operates as a standalone product; no other Infor software is required.
During a recent demo, we saw the platform integrate into an ATS so candidates complete the assessment during the application flow and results feed straight into the hiring manager’s system. Each candidate gets a behavioral fit score across four recommendation categories, a scorecard of 26 weighted characteristics, and auto-generated interview questions probing where they deviate from the ideal profile.
Another thing that sets Infor apart here is human expertise. Ph.D.-level I/O psychologists work with each client to build custom performance profiles defining what success looks like for a specific role at a specific organization. These profiles follow patented data analysis, so the tool shows the most positive results in high-headcount roles (nurses, warehouse staff, retail associates). One healthcare client, for example, used the career pathing feature to fill clinical vacancies by identifying behavioral fits among their nutritional services staff.
An important distinction: Talent Science measures behavioral fit, not technical skills. It predicts will-do (personality, motivation, cultural alignment) rather than can-do (coding, domain knowledge). If you need skills testing, this is not the tool. If you want to predict whether a candidate will stay and perform based on behavioral data, it is purpose-built for that.
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Infor Talent Science did not disclose its total customer count but they did share that over ¼ billion assessments have been completed on their platform. Johnson Financial Group, Gables Residential, and Fairview Health are currently named clients with published case studies.
Infor Talent Science uses custom pricing based on organizational headcount and the number of position profiles. Assessments are unlimited; there is no per-assessment charge. Ph.D.-level I/O psychologist support is included in every license at no extra cost. Pricing is customized to address unique customer focus, from enterprise to targeted departments. Contact Infor directly for a quote.
Infor Talent Science is best suited for large organizations (500+ employees) with high-volume hiring needs, particularly in healthcare, retail, hospitality, and manufacturing.
Recent updates include new employee-facing development tools like the Personal Career Coach module, an improved assessment experience with richer post-assessment feedback, and expanded coaching content for managers. The product is now organized into Select (hiring), Coach (development), and Grow (mobility) modules. The team is also working on UX modernization and shorter assessment completion times in response to user feedback.
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