Behavioural assessment
Assess people through data, not bias
A behavioural assessment built on what someone does rather than what they say about themselves. A thirty-minute strategy game produces the signal; the model scores it against validated competencies.
- Status
- Live
- Category
- Behavioural assessment
- For
- Hiring teams screening at volume, and organisations assessing teams they already have
- Languages
- English, Russian
Self-report questionnaires measure how well a candidate understands what the questionnaire wants. That is why they are easy to fake and why their predictive power against actual performance is close to that of an unstructured interview.
- 01
Behavioural signal captured continuously during play, rather than answers collected afterwards
- 02
Scoring across eight validated competencies, benchmarked against an executive reference population
- 03
Team analytics: complementary strengths, gaps and predictable friction
- 04
Reports generated without an assessor in the loop
R² = 0.46
Predictive validity, against roughly 0.05–0.10 for unstructured interviews
0.96 CFI
Structural fit of the competency model
0.77
ROC AUC on classification
As published by NeuroFrame. Methodology available on request.
Behaviour under load is measurable and self-description is not. The engineering problem is the instrument — the reference population and the scoring model — rather than the game on top of it.
Invariant
Assess people through data, not bias