Most enterprise assessment buyers assume they need to work directly with the big assessment publishers or invest in sprawling talent platforms that promise to do everything. But after a recent briefing with Kirsten Mosier, Managing Director at Performance Programs Inc. (PPI) , I’m seeing a different pattern emerge: Specialized distributors are carving out a compelling niche by combining world-class assessment science with the personalized service that large enterprises increasingly struggle to provide.
During our conversation, Mosier shared how PPI has grown year over year, not through massive marketing campaigns or conference booth investments, but through something far more valuable: deep relationships and genuine expertise in making complex assessment data accessible to organizations that need it most. As someone with extensive experience at other assessment practices and as part of Hogan’s solutions partners team, she brings a practitioner’s perspective to what has traditionally been a vendor-dominated space. That fresh energy is already translating into new product development.
The insurance company case study Mosier shared particularly stands out—an organization that credited their HR department’s focus on leadership development (powered by Hogan assessments) for achieving seemingly impossible revenue targets during a year of devastating natural disasters. These are exactly the kind of transformative results that deserve recognition through programs like the Brandon Hall Group™ HCM Excellence Awards®, where solution providers and their clients can showcase measurable business impact.
The Assessment Market’s Identity Crisis
The enterprise assessment market finds itself at an interesting crossroads. On one side, you have the traditional psychometric powerhouses delivering scientifically rigorous but often intimidating assessment batteries. On the other, AI-powered platforms promise to revolutionize hiring through gamification and automated screening. Organizations are caught between these extremes, struggling to balance scientific validity with practical usability. Our research through the Brandon Hall Group Institute™ reveals that companies increasingly seek partners who can bridge this gap.
Consider the current competitive landscape:
SHL’s Talent Central Platform
- Offers comprehensive cognitive, personality, and skill assessments across 50+ languages
- Features AI-powered Smart Interview technology and virtual assessment centers
- Provides extensive normative data from 35 million annual assessments
- However, requires significant implementation resources and can feel impersonal for smaller cohorts or specialized roles
Thomas International
- Leverages the Big Five personality model for workplace applications
- Offers sub-10 minute assessments with mobile-friendly interfaces
- Includes aptitude, behavioral, and emotional intelligence assessments
- But lacks the depth needed for executive-level decisions or complex role profiling
Pymetrics
- Uses neuroscience-based games to measure cognitive and emotional attributes
- Promises bias-free assessments through AI-driven algorithms
- Engages candidates with consumer-grade user experiences
- Though questions remain about game-based validity for senior roles and traditional industries
HireVue
- Provides AI-powered video interviewing with automated scoring
- Analyzes verbal and non-verbal communication patterns
- Scales efficiently for high-volume hiring scenarios
- Yet faces ongoing scrutiny about algorithmic bias and the loss of human judgment
TestGorilla/Codility
- Delivers role-specific skills testing and technical assessments
- Offers extensive libraries of pre-built tests
- Provides immediate scoring and comparative analytics
- However, focuses primarily on hard skills rather than personality or cultural fit
As solution providers navigate this complex landscape, many are turning to resources like Brandon Hall Group’s Smartchoice Preferred Provider Program to establish credibility and gain recognition as industry leaders.
Who Benefits Most from This Approach
After analyzing PPI’s approach and market position, several organization types emerge as ideal fits for their model. Companies evaluating assessment partners can leverage Brandon Hall Group’s research and advisory services to benchmark their talent strategies against industry best practices.
Mid-Market Professional Services Firms (500-5,000 employees)
- Need enterprise-grade assessment quality without enterprise complexity
- Value responsive, personalized service over self-service platforms
- Benefit from regional expertise and cultural understanding
- Example: Regional accounting firms, consulting practices, engineering companies
Healthcare Systems and Insurance Companies
- Require validated assessments for high-stakes hiring decisions
- Face unique regulatory and compliance considerations
- Need support for both clinical and administrative roles
- Can leverage PPI’s proven success stories in reducing turnover and improving performance
Financial Services Organizations
- Demand rigorous assessment of both competence and integrity
- Benefit from Hogan’s dark side measures for risk assessment
- Require specialized support for sales and client-facing roles
- Value the relationship-based trust that regional providers offer
Growing Technology Companies (Pre-IPO to Mid-Cap)
- Need to professionalize hiring practices beyond technical screening
- Seek to build leadership bench strength for rapid scaling
- Want scientific rigor without sacrificing speed and flexibility
- Appreciate modern approaches to traditional assessment methods
Manufacturing and Distribution Companies
- Require assessments that work across white and blue collar populations
- Need practical tools for frontline leader development
- Value clear ROI demonstrations through case studies
- Benefit from PPI’s focus on democratizing assessment access
Organizations in these sectors also often find that their HR teams benefit from professional development through programs like Brandon Hall Group’s certification offerings, which cover crucial areas including talent management and talent acquisition—perfect complements to implementing sophisticated assessment strategies.
The Analyst Perspective: Why This Model Matters Now
The enterprise assessment market is experiencing a fundamental shift. Organizations are simultaneously demanding more scientific rigor (driven by legal requirements and DEI commitments) while insisting on greater accessibility and practical application. The traditional model—where large publishers sell directly to enterprises with minimal support—is breaking down.
Distribution partners like PPI occupy a sweet spot in this evolving landscape. They provide the scientific validity of world-class assessments while delivering the high-touch service and customization that modern organizations expect. Their smaller size becomes an advantage, enabling agility and innovation that larger providers struggle to match.
Mosier’s comment about wanting to “democratize this great data and get it to the people who really need it most, the frontline leaders” reflects a broader market need. Too many organizations invest heavily in executive assessment while ignoring the managers who actually drive daily performance. By developing tools that make enterprise-grade assessment accessible at scale, PPI addresses a massive underserved market.
Rather than competing with Hogan or trying to reinvent assessment science, PPI adds practical application layers that multiply the value of existing tools. This approach allows them to maintain scientific integrity while solving real business problems. For assessment providers looking to establish thought leadership and market credibility, partnering with analyst firms through comprehensive solution provider profiles and marketing services can help articulate these unique value propositions to the broader market.
The assessment industry doesn’t need another AI-powered disruption story. It needs providers who understand that behind every data point is a human being trying to find the right role, build the right team, or develop the right leaders. In an increasingly automated talent landscape, that human-centered approach—backed by genuine scientific rigor—becomes a true competitive advantage.
