Pymetrics

“The problem we're trying to solve is that initial decision as to, like, who to bring in for an interview. Nothing more. We're not touching the interview. We're not touching the internship process.”

“And we assess 90 different cognitive, emotional, and personality traits, and again, these are all nonverbal, ah, games, so they're not culturally anchored the way, you know, questionnaires or other things might be.”

“So there are a handful of startups that are starting to do this type of work in the recruiting field. Many of them are focusing on the resume as a field, as a source of data.”

“Yeah, so I think that this solution is honestly best suited for, let's say, the first 10, 15 years of this process. I don't think it definitely can work with experienced hires, but the reason I think it works better earlier on is a couple reasons. That's reall…”

“What we're saying is, no, you really need to collect a baseline that is representative of the people that you're, you know, trying to select from and use that as your contrast group.”

“The second thing I would say to that is we measure 90 different traits, right? Of the things that are end up being important, it's usually maybe 10. Maybe, maybe fewer than that. The remaining 80 are left to vary tremendously, right?”

“This information is a lot more useful in terms of, ah, building algorithms for, as features for building algorithms than just sort of binary, binary outputs.”