Plum
Plum is a pre-employment talent assessment platform that uses a Five-Factor (Big Five) psychometric Discovery Survey and a Talent Match model to score and rank candidates on behavioral "durable skills" for role fit, hiring, and development.
§ 01 — Score breakdown
§ Score breakdown
Category scoring
Weighted contribution shown to the right of each bar.
- 01
Article 11 Technical Documentation
Weight 20%58
+11.6
- 02
Bias Audit Transparency
Weight 18%83
+14.9
- 03
FRIA Support
Weight 15%28
+4.2
- 04
Data Governance Disclosure
Weight 15%54
+8.1
- 05
Human Oversight Design
Weight 12%52
+6.2
- 06
Post-Market Monitoring
Weight 12%36
+4.3
- 07
Customer Documentation
Weight 8%63
+5.0
§ 02 — Strongest · weakest
Strongest category
Bias Audit Transparency
Raw score 83 · contributes 14.9 to total.
Weakest category
FRIA Support
Raw score 28 · contributes 4.2 to total.
§ 03 — Cited evidence
§ Evidence
Cited per category
Every score is backed by at least one cited piece of evidence.
§ 04 — Editorial notes
Company overview
Plum (Plum.io Inc.), founded in Kitchener, Ontario in 2012 (formerly Cream.HR) and acquired by Philadelphia-based Phenom in an acquisition announced April 28, 2026, is a talent-assessment platform built on industrial/organizational psychology and the Five-Factor (Big Five) personality model. Candidates complete the ~20-25 minute Plum Discovery Survey measuring personality, problem-solving, and social intelligence; employers define role requirements via a Match Criteria Survey, and Plum's Talent Match model outputs a 30-99 Match Score that ranks candidates by fit. Plum positions itself as predicting job performance 'four times better than a resume' and serves enterprise customers including Scotiabank, Whirlpool, and Intact Financial across 176 countries and 20 languages.
Regulatory exposure
As an assessment that scores and ranks candidates to influence whether they advance, Plum's Talent Match model is squarely an Automated Employment Decision Tool under NYC Local Law 144 and would likely be a high-risk AI system under Annex III of the EU AI Act when deployed in EU hiring. Plum's strongest signal is bias auditing: it has published two consecutive years of independent, downloadable NYC LL144 bias audits (Holistic AI for 2022-2023, FairNow for 2024-2025), both finding no adverse impact across gender, race, and intersectional groups on large samples. Gaps remain on the EU side: no public Article 27 FRIA template or deployer-obligation guidance, no ISO 42001, and no Plum-held SOC 2/ISO 27001 certificate is publicly visible (parent Phenom holds ISO 27001:2013; Plum inherits AWS infrastructure certifications).
Path to a higher score
Plum already clears the highest anchor on bias-audit transparency; to raise the rest it should publish its gated 'How Plum Uses and Controls AI' policy, Technical Manual, and an explicit human-oversight/explainability statement openly rather than behind a Trust Center access form, and add EU AI Act deployer guidance with an Article 27 FRIA template. Obtaining and publicly disclosing a Plum-specific SOC 2 Type 2 / ISO 27001 (or ISO 42001) certificate, and standing up a public status page, model-update changelog, and named security/incident contact, would lift its data-governance, technical-documentation, and post-market-monitoring scores.
Conflicts of interest
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