Frequently Asked Questions
General
Equalture is a game-based assessment platform that helps enterprise companies (especially in Retail, Blue-Collar, and Professional Hiring) hire more fairly and effectively. Instead of relying on CVs or more traditional tests, candidates complete scientifically designed games. Their results are compared to custom-built Success Profiles that reflect the competencies of your top performers and those in your industry.
Candidates play short, engaging games that measure cognitive abilities (like problem-solving, flexibility & learning ability) and behavioural tendencies (such as accountability, communication, etc.). The games capture how candidates think and act, which provides more reliable insights than self-reported answers. Candidates really enjoy the game-based format, boosting high completion rates and candidate satisfaction. Candidates complete the games that represent the competencies that your top-performers and those in your industry share.
Traditional psychometric tests often rely on self-reporting (like personality questionnaires) or repetitive, text-heavy tasks. These formats feel stressful, allow candidates to “game” their responses, and don’t always capture real behavior.
Equalture’s game-based assessments, on the other hand, are:
Behavioural and engaging – they measure how people actually think and act, not just what they say about themselves. Candidates enjoy the format, as it feels like a true game, rather than a test.
Hard to fake – results are based on real-time actions rather than self-perception. Games are also GenAI-resistant.
Inclusive – the game format reduces cultural and language biases that written tests can introduce.
This makes game-based assessments both more predictive and more candidate-friendly than traditional tests.
Enterprises in Retail, Blue-Collar, and Professional industries use Equalture—especially when hiring at scale, where objective screening, candidate experience, and bias reduction are critical. Examples of clients are Rituals, Vodafone, DHL, EY, and ASICS.
Equalture is unique because it combines two critical elements:
Game-based assessments that provide candidates with an unforgettable and inclusive experience. Equalture’s games are rated 4.5 out of 5 by candidates, based on 300,000+ ratings.
Custom Success Profiles built using your own top performers’ data and top-performers in similar roles, so you can hire people who fit the realities of your roles. Success Profiles are continuously refined by linking your hires’ assessment results to their performance and retention.
Yes. All assessments are developed and continuously validated by a team of neuroscientists, psychologists, and data scientists. Rigorous testing ensures that results predict job success and remain fair across different candidate groups.
We ask your current employees to complete the games. By analysing patterns among your top performers, we define the competencies that drive success. This, together with our Industry Benchmarks (i.e. the characteristics of top-performers in your industry), becomes the benchmark against which all candidates are assessed.
Use Cases
Equalture reduces turnover by making every hiring decision smarter through data-driven learning. Instead of relying on generic or standardised success profiles, we build a custom Success Profile for each job (family) based on the actual data of your own top performers and those in your industry. With every new hire, the system collects more performance feedback, continuously fine-tuning the profile. This means you are always hiring against a benchmark that reflects your unique team and company context, not just an industry average. The result is a stronger candidate-to-job fit, better long-term performance, and significantly lower turnover.
For each candidate, you’ll receives a Fit Score against your Success Profile. This score allows you to instantly rank applicants, automate shortlisting in your ATS, and focus your team’s time only on the candidates most likely to succeed—saving lots of hours per hire.
Candidates prefer the game-based format because it feels engaging rather than intimidating, modern, and truly fair compared to lengthy questionnaires or CV screenings. After completing the games, every candidate also receives their personalised results with career tips, which boosts transparency and leaves them with an outstanding first impression of your organisation.
Equalture’s assessments are designed to prioritise potential over past opportunities. You assess candidates on what they can do rather than where they come from. Proven inclusivity across age, gender, cultural background, and neurodiversity ensures your hiring process is truly fair, which is also the feedback we receive from candidates.
Equalture's Game-Based Assessments
Equalture’s assessments are available in English, Dutch, Spanish, Italian, French, German, Swedish, Finnish, Danish, Norwegian, Portuguese, Romanian, Polish, Hungarian. Any other languages can be added upon request.
Candidates can complete the games on any modern device, including desktop, laptop, and mobile. The platform is browser-based, so no downloads or special software are required.
Candidate experience scores are consistently high, with satisfaction ratings well above traditional psychometric tests. Candidates describe the games as fun, less stressful, and fairer than long questionnaires or CV-based screening. Our H1 Candidate Experience Report can be found here.
A full assessment session usually takes between 15 and 45 minutes, depending on the number of games used for a role. Each game itself lasts only a few minutes.
No. The games are simple and intuitive, designed for anyone to play regardless of prior gaming experience. What matters is how candidates make decisions, not whether they’ve played games before.
Yes. While the game library is standardised and validated, you’ll select the combination of games that best measures the competencies in your Success Profile for each role.
Yes. Independent validation has shown that Equalture’s games are inclusive across age, gender, cultural background, and neurodiversity. Because the games measure actual behaviour rather than self-reported answers or past experience, they minimise bias and provide a level playing field for all candidates. This ensures fairer hiring outcomes without disadvantaging underrepresented groups.