Can You Try Great People Inside Before Committing?

Updated

Yes — Great People Inside signals a free trial on its site, so you can evaluate the assessment platform before deciding whether to adopt it. The trial is the practical way to test whether the platform's core promise — systems that adapt to clients rather than clients adapting to systems — holds for your organisation. Because the available page evidence only mentions "free trial" as a keyword and does not publish duration, included features, user limits, or any pricing, treat the trial as an evaluation window and confirm its exact scope with the vendor before you build a decision around it.

What the free trial lets you evaluate

The platform is positioned around selecting, matching, onboarding, managing, developing, engaging, and retaining talent, with assessments used to judge whether a job applicant matches the organisation. A trial is most useful if you test those specific workflows rather than only clicking through the interface.

Area to test What to check during the trial Why it matters
Assessment content Whether the available assessments fit the roles you hire for The site describes "extensive, reliable assessments" as the basis for match decisions
Customisation How much you can adjust the system to your processes The homepage states systems should adapt to clients, not the reverse
Off-the-shelf vs. custom Whether ready-made options are enough or you need a tailored build The site presents both "OFF THE SHELF" and "FULL CUSTOMISATION" as distinct paths
Reporting and decisions Whether output gives hiring managers data they can act on The stated purpose is supplying data for selection and recruiting decisions

How to run a useful trial

  1. Define one or two real roles you are currently hiring for, and note the traits or competencies that matter for each.
  2. Request trial access through the site and ask directly what the trial includes: which assessments, how many candidates or users, and how long it runs. The page evidence does not specify these terms, so get them in writing.
  3. Run a small pilot — for example, assess a handful of internal volunteers or a live applicant pool for one role — and compare the output against your own judgement of those people.
  4. Test the customisation claim by asking what would need to change to fit your onboarding or development process, and whether that change is configuration or a custom build.
  5. Verify the exit path: confirm what happens to trial data and what a paid engagement would involve before you commit.

Common sticking points

  • Assuming the trial covers everything. The site separates off-the-shelf from fully customised offerings; a trial may demonstrate one path more than the other. Ask which.
  • Treating "free trial" as a full product licence. No pricing, plan, or licence details appear in the available page evidence, so do not infer that features seen in a trial are included at no cost later.
  • Skipping the match question. The platform's stated value is determining applicant–organisation fit. If your trial does not include a real selection decision, you have not tested the main use case.
  • Overlooking the client list. The site references "HAPPY CLIENTS" as a section; ask for references in your sector or company size to sanity-check fit.

When a trial is the right first step — and when it isn't

A trial makes sense if you are comparing assessment platforms, want evidence before a budget request, or need to see whether customisation is genuinely available. It is less useful if you already know your requirements and mainly need commercial terms — in that case, ask for a scoped proposal alongside trial access. Either way, confirm the trial's duration, included assessments, and data handling directly with Great People Inside, since the public page evidence does not state them.