Quality Candidates Only
No more sorting through mediocrity. Our submit-to-hire ratio is 1 hire per 4 candidates submitted.
For HR teams hiring early-career talent
Hire the top 1% of talent - without the recruitment chaos
Use our pool of 100,000 pre-screened students to connect with candidates who best match your hiring criteria
- Top talent pre-assessed
- Stronger signals before the first interview
- Faster quality hires
Eliminate up to 90% of first-round interviews and drastically reduce screening time by starting directly with the Top 1% of talent
Start your hiring process with candidates who have already demonstrated high performance
Each year, 100,000+ students and young professionals complete our job-realistic simulations, working through real business challenges in teams. Every decision and interaction is analyzed to identify high-potential candidates. No other provider delivers this level of candidate intelligence. Because our simulations are integrated directly into courses across 500+ university programs worldwide, we identify top talent earlier and at scale.
Who you can reach in the talent pool right now
100,000+ candidates. Pre-assessed.
This means you can start with proven performers.
How it works
Step 1
Book Demo
Define your ideal profile. Tell us the location, target universities, degree backgrounds, skills, competencies, and character traits that matter most for the role.
Step 2
We Screen
We search our existing talent pool of 100,000+ pre-assessed candidates. Also, you can get notified when top performers match your profile, aligned to your hiring cycles.
Step 3
Interview & Hire with Confidence
You receive a tailored shortlist of candidates you can invite to apply, fast-track to interview, or move straight into your existing process.
Example Candidate Snapshot
Analytical Profile
Cognitive and task-oriented skills
Interpersonal Profile
Social and emotional skills
Want to see exactly what recruiters receive?
Tell us what ideal looks like for your roles and we’ll send you an anonymized candidate profile matched to your criteria, including:
- Performance benchmark within the cohort
- Skill signals (e.g., analytical thinking, problem solving, execution)
- Behavior signals (e.g., communication, collaboration, adaptability)
See what Companies Achieved with our Pre-Assessed Talent Pool
Cut time-to-hire by half
Learn MoreEliminated 90% of first-round interviews
Learn MoreReduced cost-per-hire by $1,200
Learn MoreWhat happens in a simulation
Candidates step into a defined role and receive the scenario background, objectives, and constraints. They review information, analyze data, and set priorities, similar to starting a new project or task.
Candidates move through stages lasting 5–20 minutes, making decisions in a realistic workspace. As the scenario unfolds, new information appears and priorities shift, requiring them to reassess and move the work forward under time pressure.
The simulation adapts based on candidate input. The difficulty level and scenario path adjust dynamically, meaning candidates face different developments depending on their decisions.
Simulations designed to identify the right talent
Two documents. The same candidate. What you actually know before the first conversation.
Why our university network gives you unmatched reach to early-career talent
Integrated into 500+ university programs, the platform gives campus recruiting teams access to large volumes of early-career talent before students enter the usual applicant flow. That means earlier visibility into strong candidates and more chances to engage them before competitors do.
Improve the top of your Funnel without changing your process
Build Your Talent Pipeline with Candidates Who’ve Already Proven They Can Do the Job
Scalable & Flexible
Need to fill a few roles or hire 100 people quickly? Our model scales with your needs. We’re equipped to handle high-volume recruitment without compromising quality.
Performance Benchmarks
Results ranked against the 100,000+ simulation participant pool.
Analytical & Technical Skills
Breakdown of core capabilities: Critical Thinking, Problem Solving, and Execution Under Pressure.
Behavioral & Soft Skills
Communication, Collaboration, Adaptability, and Self-Awareness.
Role Suitability
Insights matching candidate performance to your Ideal Candidate Profile.
FAQs
Most commonly early career and high volume roles: internships, grad hiring, analyst programs, and rotations. It also works for specific role families when you define clear success metrics.
Candidates are opted-in and reachable. We prioritize people who have recently signaled interest or match your hiring window.
We align on must-haves, success signals, exclusions, and ranking criteria before building the shortlist.
Yes. We can target by school, program, graduation year, geography, work authorization, and role preference.
Profiles are refreshed continuously. We flag candidates with recent activity and suppress stale or unreachable records.
Best used at the top of funnel: sourcing, screening, and shortlist creation before interviews.
Each profile includes a summary, fit rationale, key signals, contact status, and recommended next step.
Most shortlists are delivered within 3–7 business days, depending on role complexity and volume.
We need the role brief, target profile, hiring criteria, locations, compensation range, and timeline.
Typically one kickoff call and a short review cycle. We handle the sourcing and ranking work.
Yes. We treat the first shortlist as a calibration pass and refine based on your feedback.
Yes. We can run multiple searches in parallel when each role has clear criteria and ownership.
We only surface candidates where outreach and processing are supported by appropriate consent or lawful basis.
Yes, as long as criteria are job-related, consistent, and documented.
We can provide aggregate funnel reporting where permitted, without exposing sensitive individual attributes.
Data is stored in secure systems with access controls, auditability, and retention rules.
Yes. We support standard data deletion, export, and retention workflows based on your policy.
Want to see what recruiters receive?
Tell us what ideal looks like for your roles and we’ll send you an anonymized candidate profile matched to your criteria.
It is the fastest way to see:
- how candidates are benchmarked within the cohort
- what skill and behavior signals recruiters receive
- whether this is the right fit for your hiring goals
Related Materials
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Build Realistic Custom Assessments That Replicate Your Work
Learn MoreRequest more information
Book a Demo
During the call, we can:
- Show how you can reach the best candidates
- Walk you through a candidate profile that matches your requirements
- Address any questions you may have