The situation and the problem
The client was a midsize IT company developing B2B solutions. It recruited up to 30 interns a year for Java, Python, and testing roles.
Among junior candidates selected through resumes and technical tests, 80% left within three to four months. They struggled with multitasking, switching quickly between projects, and changing requirements. HR used standard technical tests and questionnaires, but these did not predict how candidates would behave on the job.
Our solution and implementation
We proposed replacing part of the technical assignment with cognitive games designed to assess learning potential and the ability to work under uncertainty.
Candidates completed the games remotely after passing the HR screening. Their results—a profile covering five competencies—were sent to the technical lead with their portfolio. The leads began using these profiles to assess how quickly a candidate might settle into a project.
Results
Before: Only 6 of 30 selected new hires passed probation (20%).
After: 19 of 29 candidates passed probation (65%).
Additional outcome: The client began using the same cognitive assessments to plan individual development. The profiles showed who needed additional support during onboarding and who was ready for complex tasks immediately.
Conclusion: Cognitive assessment became a required step for all junior roles.
