By SASCHA RAIYN

News Editor

Pymetrics wants to find you a job. Not just any job. A job that matches who you really are.

“It’s like OKCupid meets LinkedIn,” said Pymetrics head of user acquisition Alena Chiang. “Our mission is we want to find everyone their best fit career.”

Pymetrics uses neuroscience games to access how your brain naturally works. The results from the games are compiled into a profile that is matched with careers and industries. Then Pymetrics lets companies know they have found someone who could be a great fit for open positions.

“It’s a really objective way to determine your strengths and interests,” said Chiang. “It’s really good to know what you bring to the table.”

Pymetrics launched its online platform in November. It was founded by two women who met while getting their PhDs in neuroscience at MIT. Chiang said what makes Pymetrics different from competitors is that Pymetrics’ games aren’t just “made up.”

“We pulled them from psychology and neuroscience,” Chiang said. “It lends us a bit of credibility.”

The goal is to match people with their first jobs. The company currently focuses on recruiting undergraduates and MBA students, but the site is open to anyone. Student ambassadors at major universities across the country help to build awareness about the company.

Chiang says they work with lots of companies interested in recruiting students from the University of Michigan system. Recruiting via Pymetrics is less expensive than recruiting on campus. The data matching also saves companies money by increasing the chances that a job candidate will be a good fit for the job.

Right now, Pymetrics partners with around two dozen companies in 15 industries. While the jobs and companies are “a little finance heavy” right now, Chiang said they’re working to expand their partnerships. She also said they hope soon to include more creative fields like writing and design.

“The reason we do this is recruiting is a very messy process,” said Chiang. “People just naturally tend to select people similar to themselves. ‘She seems like someone I would like, so I’ll just hire her.’ There’s a lot of inherent bias here.”
“Using objective data about a job candidate helps to create more diverse workplaces,” Chiang said.

“We really help companies find diverse candidates they wouldn’t be able to find.”
It also provides job-seekers with insight about their true strengths, Chiang said. Instead of working from their beliefs about what they like and do well, people are given the chance to consider careers that match their cognitive abilities.

Chiang said users can’t guess what’s being tested. “There’s no way to game the system.”

All signs suggest data-driven recruiting is on the rise.

“This is just a more effective way,” Chiang said. “People are going to move away from gut feelings to using data. Data is becoming more and more a part of how we hire and train and retain people.”