Massage Envy PI Assessment Practice
The Predictive Index published a case study that puts its Behavioral Assessment directly in front of Massage Envy candidates, and even names the trait the brand looks for in sales associates. Here is what it says, and where it stops.
What the Case Study Says
Massage Envy is a US franchised wellness brand, and the Predictive Index case study about it is unusually explicit about candidates. In PI’s own words: “Candidates at more than 100 Massage Envy locations were given the PI Behavioral Assessment™ during the interview process, while Landgraf utilized the PI Job Assessment™ and PI Job Target™ to define the ideal behavioral and cognitive recommendations for specific roles.”
Two things in that sentence are worth pulling out. The assessment sits during the interview process, not as a barrier before anyone speaks to you. And the Job Target was defined centrally, by Susan Landgraf, a Chief Learning Officer, while the assessment itself was administered locally.
The case study also gives you something rarer than a format description: a named trait. It quotes Donald McConnell, a Regional Developer in Michigan: “A high degree of [extraversion] and the ability to connect with people are the key traits we look for in a successful sales associate.” PI reports that the assessment removed the need to review more than half the resumes received.
Scope: Read This Before You Assume
Massage Envy is a franchise network of well over a thousand locations, and the case study covers “more than 100” of them. Franchise owners run their own hiring. So the honest position is that the PI Behavioral Assessment is documented in Massage Envy hiring at a meaningful number of locations, not that every applicant to every franchise will meet it. The case study was published in December 2019.
If an assessment link does arrive, whatever it names is the authoritative answer for your process, and it overrides everything on this page.
The PI Behavioral Assessment
The Predictive Index describes the format as two questions over a single list: candidates “are presented with two questions, each pertaining to a single shared list of adjectives.” The first pass asks which words describe how others expect you to behave at work. The second asks which describe who you really are. PI states the assessment is untimed and takes about six minutes.
Results are reported on four drives, in PI’s own descriptions:
- Dominance– how a person naturally approaches control, independence and decision-making on the job.
- Extraversion– how people communicate, persuade and engage with others.
- Patience– how someone prefers to manage time, pace and change.
- Formality– how strongly a person seeks structure, rules and precision in their work environment.
There is no pass mark and no time pressure. The only real preparation is knowing what you are looking at, so that the first minute is not spent working out the instructions.
A Note on the Cognitive Half
The case study mentions “behavioral and cognitive recommendations” being defined for roles, which implies the cognitive side was at least configured. It does not say candidates sat the PI Cognitive Assessment, so we are not going to claim they did. For reference, PI publishes that test as 50 questions in 12 minutes covering verbal, numerical and abstract reasoning, scored on the number answered correctly, with candidates expected to complete as many as they can rather than finish.
Where Massage Envy Hires
- Front desk and sales associates
- Massage therapists and estheticians
- Clinic and assistant managers
- Regional and franchise support roles
Practice the Tests
Behavioral
Cognitive
The full range is on the Predictive Index practice hub.
Frequently Asked Questions
Will every Massage Envy location give me this assessment?
No, and the source does not claim that. It covers more than 100 locations out of a franchise network several times that size, and franchise owners hire independently. Treat it as documented at many locations rather than universal.
When in the process does it happen?
The case study places it during the interview process rather than as a pre-application sift, which means you are likely to have spoken to someone before it arrives.
Should I answer as an extravert because of the quote?
No. The quote is one regional developer describing one role family, the target profile differs by position, and the assessment feeds an interview designed to probe exactly the gaps a manufactured profile creates. Answer accurately.
Are your tests the real Massage Envy assessment?
No. These are independent practice exercises matching the published format of each test. They contain no real test items and are not supplied, reviewed or endorsed by Massage Envy or the Predictive Index.