There's a manager at one of your client companies. Good person. Genuinely wants to lead well. But next week they have to give Jordan difficult feedback — and they have no idea how Jordan receives criticism, what will land versus what will trigger defensiveness, or how to frame the conversation so it actually helps.
The behavioral data that could answer every one of those questions? It's sitting in a PI report. Accessible if you know where to look and how to interpret it. Invisible to the manager who needs it most.
That gap just closed.
Obi (pronounced oh-bee) is PI's new behavioral intelligence AI. The formal tagline: Behavioral intelligence for moments that matter. The plain-English version: it's 70 years of PI science, available to every manager, the second before a conversation that counts.
A manager types: "Help me give feedback to Jordan about missing deadlines." Obi reads Jordan's PI profile, understands how Jordan processes information, what motivates them, what puts them on edge — and builds a tailored playbook. What to say. What to avoid. How to handle defensiveness if it shows up.
Plain language in. Personalized guidance out.
Here's the honest challenge PI partners have been navigating for years: PI insights are powerful, but they live in reports, in the software, or inside the heads of the people who've been trained on them. The manager who needs coaching on Thursday's performance review isn't going to open a report at 8pm Wednesday and cross-reference drive patterns. They're going to wing it.
Obi changes that. It puts the intelligence directly into the workflow — not as a resource to consult, but as a tool that meets the manager in the moment they're preparing.
Think of it as a "little People Ops on the shoulder" for managers. The HR leader's coaching, scaled to every conversation in the organization.
Obi is built for the conversations that define how people experience management:
Tough feedback. Before delivering criticism, Obi helps managers understand how the specific person in front of them hears it — and builds language that's more likely to land.
First 1:1s. Starting a new working relationship? Obi tells a manager what that person needs, what they push back on, and how they prefer to be managed — before the first meeting.
Performance reviews. Not generic best practices. A playbook tailored to that person's behavioral drives.
Conflict between two people. Obi reads both profiles and identifies where the friction is behavioral, not personal — and how to address both sides.
Org change. Before a reorg, a role shift, or a new initiative — know how different people on the team are wired to respond and how to bring them along.
Worth saying clearly: Obi is not ChatGPT with PI branding on it. It's a private AI trained specifically on PI's behavioral science and your organization's own data. It respects every PI permission setting. It doesn't guess — it draws on the actual profiles of the actual people in the conversation.
It's also not a replacement for your judgment or your clients' PI champions. Think of it this way: the PI champion is the source. Obi is the translator and compiler — scaling what they know into every manager conversation across the organization.
Obi is available to clients on the PI Inspire plan. Admins can turn it on or off at the org level, which means it fits into existing permission and governance structures. If your clients are on Inspire, Obi is ready to activate. If they're not, this is a strong reason to have that conversation.
The biggest barrier to PI ROI has never been the science. It's the last mile — getting insights from the platform into actual human interactions. Obi closes that gap. When managers can walk into any conversation with a behavioral playbook specific to the people in the room, PI stops being an HR tool and starts being an org-wide advantage.
That's the shift. And it starts now.
Interested in getting Obi activated for your clients, or want to explore whether your current plan includes access? Get in touch →