Pymetrics assesses candidates through neuroscience-based games that measure cognitive and emotional traits, matching people to roles objectively.
Pymetrics replaces resume screening with soft-skills measurement. Candidates complete a set of short games that evaluate traits like attention, risk tolerance, and emotional intelligence; the results are matched against the behavioral profile of a company’s successful employees in a given role. The approach widens the applicant pool beyond familiar pedigrees and, importantly, the platform audits its models for demographic bias to keep hiring defensible. Recruiters get a ranked, explainable shortlist instead of a keyword filter.
Employers adopt it to widen the funnel: candidates from non-traditional backgrounds get measured on capability rather than pedigree, and the bias audits make the approach defensible to legal and compliance teams. Candidates generally enjoy the games, which protects completion rates in competitive graduate markets.
Implementation is lightweight for candidates and deliberate for employers: the blueprint for each role is defined with IO psychologists before launch, and ATS integration keeps assessments inside the application flow. Reporting focuses on cohort outcomes rather than individual scores, which aligns the tooling with development as much as selection.
Implementation support includes guidance on communicating the assessment to candidates, which protects employer brand. Because results are expressed as trait profiles rather than pass-fail scores, hiring teams use them as conversation starters in interviews rather than gates.
Pymetrics is deployed through enterprise agreements; pricing reflects hiring volume and rollout scope arranged with the team.
Large employers that want scientifically grounded, auditable selection for graduate and professional hiring. It fits large employers hiring graduates and professionals at scale.