In August 2018, pymetrics, a solution offering neuroscience-based recruiting tests, closed a $40 million funding round that valued the business at $160 million. Over 60 companies around the globe were using pymetrics tests in their recruiting process, including Unilever, Hyatt, and Accenture. Clients were seeing real impact, including time and cost reductions-75% reduction in time-to-hire and 25% reduction in recruiting costs, as well as significant increases in diversity (in some cases over 100%)-and new-hire performance through metrics like retention. In addition, 1 million job candidates around the world had played pymetrics games to obtain career guidance. pymetrics tools offered significant advantages over traditional personality tests such as Myers Briggs because they measured brain function rather than responses to self-administered questionnaires. They also collected a lot more data very quickly and measured critical brain functions associated with effective executives, ranging from analytical capacity and risk aversion to attentiveness, resolve, ability to interpret emotions, speed of learning, and capacity for trust. In early 2021, the company was expanding rapidly. It employed nearly 100 people and operated out of four offices around the world. CEO Frida Polli was contemplating next steps. What should the priorities be? Was it more important to add more clients or develop more services to build current clients? How many global offices should the company operate, and how should these be organized? And could the company make more of its bias-free recruiting processes in a world where regulation against discrimination was becoming increasingly important?

【書誌情報】

ページ数：6ページ

サイズ：A4

商品番号：HBSP-720376

発行日：2019/9/12

登録日：2021/3/8