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Pymetrics

Name: Pymetrics
Brand: Pymetrics
Price: 10 USD
Availability: InStock
Rating: 4 (11 reviews)

AI-powered soft skills assessment that uses neuroscience-based games to evaluate cognitive and emotional traits for better hiring decisions. Now part of Harver.

Starting at~$10,000 (pilot); $25,000+/year (enterprise)

Visit Pymetrics →

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In Plain English

AI-powered soft skills assessment platform that uses neuroscience-based games to evaluate cognitive and emotional traits for better hiring decisions. Now part of Harver.

Overview

Pymetrics, now part of Harver following a 2022 acquisition, is an AI-driven talent assessment platform that leverages neuroscience-based games to measure candidates' cognitive and emotional traits, replacing traditional resumes and personality questionnaires with objective, behavior-based evaluation. The platform uses a series of quick, engaging mini-games — completable in roughly 12 minutes — that assess attributes such as attention, memory, risk tolerance, fairness, effort, and processing speed. By analyzing gameplay data with machine learning algorithms trained on successful employee profiles, Pymetrics generates trait-based candidate scores that predict job fit while actively minimizing demographic bias.

Designed for enterprise HR teams, talent acquisition departments, and organizations committed to diversity and inclusion, Pymetrics serves companies looking to make more equitable and data-driven hiring decisions at scale. The platform is especially valuable for high-volume and early-career hiring where candidates lack extensive work histories, allowing recruiters to identify high-potential talent based on innate cognitive and emotional capabilities rather than pedigree or credentials. It supports multiple languages and is used globally across industries including financial services, technology, consumer goods, and professional services.

Pymetrics works by first building a success profile from the game data of top-performing employees in a given role, then scoring incoming candidates against that benchmark. The AI models undergo regular bias audits to ensure fairness across gender, ethnicity, and socioeconomic groups. Beyond hiring, the platform also supports internal mobility and workforce development by helping organizations understand existing employees' traits and match them to new roles or growth opportunities within the company. Since joining Harver, Pymetrics' neuroscience-based assessments have been integrated into Harver's broader talent acquisition suite, offering customers access to a more comprehensive hiring platform.

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Editorial Review

Pymetrics is well-regarded for its innovative neuroscience-based approach to talent assessment and its strong commitment to bias reduction. Users praise the engaging candidate experience and the platform's ability to surface non-traditional talent. Since the 2022 Harver acquisition, the technology continues as part of a broader hiring platform, though some reviewers note the transition period created uncertainty for existing customers.

Key Features

Neuroscience-Based Game Assessment+

Twelve scientifically designed mini-games rooted in decades of behavioral neuroscience research measure traits like attention, memory, risk tolerance, generosity, and processing speed. Each game isolates specific cognitive or emotional dimensions through interactive tasks, generating quantitative behavioral data rather than relying on self-reported questionnaire answers that are prone to social desirability bias.

Bias-Audited AI Matching+

Machine learning models are trained on de-identified behavioral data from high-performing employees and undergo mandatory adverse impact testing before deployment. Any model that shows statistically significant bias against protected demographic groups is rejected and retrained, ensuring that hiring recommendations are based solely on job-relevant traits rather than proxies for race, gender, or socioeconomic background.

Custom Success Profile Building+

Organizations can create role-specific trait benchmarks by having their top performers complete the game assessments. The platform identifies the cognitive and emotional trait patterns that correlate with success in each specific role, creating a data-driven hiring template that goes beyond generic job descriptions or subjective hiring manager preferences.

Internal Mobility and Workforce Analytics+

Beyond external recruiting, the platform maps existing employees' trait profiles to identify candidates for internal transfers, reskilling, and leadership development. Workforce-level analytics reveal team trait compositions and organizational capability gaps, helping HR leaders make strategic talent deployment decisions.

Multi-Language Global Deployment+

The game-based format is inherently less language-dependent than text-heavy assessments, and the platform supports deployment across multiple languages and regions for consistent global hiring standards.

Pricing Plans

Pilot Program

Starting at ~$10,000

✓Neuroscience-based game assessments for one role
✓Custom success profile for a single position
✓Up to 25 candidate assessments
✓Bias audit report
✓Dedicated onboarding support
✓ROI analysis and pilot results review

Enterprise

Custom pricing ($25,000–$50,000+/year)

✓Neuroscience-based game assessments across unlimited roles
✓Custom success profile building
✓Bias-audited AI matching
✓ATS integrations (Workday, Greenhouse, iCIMS, Lever, SAP SuccessFactors)
✓Dedicated customer success manager
✓Multi-language support
✓Internal mobility and workforce analytics
✓Quarterly bias audit reports

See Full Pricing →Free vs Paid →Is it worth it? →

Ready to get started with Pymetrics?

View Pricing Options →

Getting Started with Pymetrics

1Visit harver.com/demo to request a live product demo and receive a custom pricing quote — response time is typically within 48 hours
2Ask about the paid pilot program (~$10,000) to test Pymetrics on a single role with up to 25 candidates before committing to a full contract
3Prepare a list of 2-3 key roles you want to improve hiring for and identify 5-10 top performers in those roles for trait analysis
4Complete the job profile configuration workshop (typically 2-3 hours) to map role requirements to measurable traits
5Run a 2-week pilot with 15-25 candidates for your primary role to validate assessment effectiveness
6Review pilot results with the Harver team and adjust trait weighting before full deployment
7Integrate with your existing ATS (Workday, Greenhouse, etc.) for seamless workflow adoption

Ready to start? Try Pymetrics →

Best Use Cases

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High-volume campus recruiting where hundreds or thousands of graduates with similar academic backgrounds need to be differentiated based on cognitive and emotional traits rather than GPA or school name

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Diversity and inclusion initiatives where organizations want to remove resume-based bias and evaluate candidates from non-traditional backgrounds on job-relevant traits

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Customer-facing role hiring such as retail, hospitality, or call center positions where empathy, attention, and emotional regulation are better predictors of success than prior experience

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Internal mobility programs where HR teams need to identify existing employees whose cognitive profiles align with open roles in different departments or functions

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Global hiring standardization for multinational companies seeking a consistent, language-neutral assessment process across regions that does not favor any particular cultural background

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Early-career and apprenticeship programs where candidates have minimal work history and traditional screening methods provide little predictive value for job performance

Integration Ecosystem

7 integrations

Pymetrics works with these platforms and services:

🔗 Other

Harver platform

View full Integration Matrix →

Limitations & What It Can't Do

We believe in transparent reviews. Here's what Pymetrics doesn't handle well:

⚠Games may not work well for candidates with certain cognitive or physical disabilities, potentially creating accessibility barriers despite bias reduction goals
⚠Requires 12-15 minutes of uninterrupted time on a device with a stable internet connection, which may exclude some candidates in low-connectivity environments
⚠Limited effectiveness for senior executive roles or highly specialized technical positions where domain expertise and years of experience are the primary hiring criteria
⚠Does not assess technical skills, certifications, or industry-specific knowledge — must be supplemented with additional evaluation methods for a complete candidate picture
⚠Trait-to-performance correlations depend on the quality and size of the initial success profile dataset, which may be unreliable for newly created roles or small teams
⚠Pymetrics is now part of Harver and no longer operates as an independent product; new customers must engage with Harver's broader platform

Pros & Cons

✓ Pros

✓Neuroscience-based games provide an engaging, low-stress candidate experience compared to traditional assessments or lengthy questionnaires
✓Built-in bias auditing actively reduces demographic discrimination in hiring, supporting DEI goals with measurable outcomes
✓Assessments take only 12 minutes, enabling high completion rates and faster screening of large applicant pools
✓Trait-based matching surfaces non-traditional candidates who would be filtered out by resume-based screening, broadening talent pipelines
✓Multi-language support enables consistent global hiring standards across different regions and offices
✓Internal mobility features allow organizations to redeploy existing employees based on cognitive trait alignment, not just job history

✗ Cons

✗Game-based assessments may disadvantage candidates with certain cognitive or physical disabilities who struggle with timed interactive tasks
✗Does not evaluate technical skills, domain expertise, or industry-specific knowledge — must be paired with other assessment methods
✗Enterprise pricing model makes it cost-prohibitive for small businesses or organizations with low hiring volumes
✗Candidates unfamiliar with gamified assessments may underperform due to format anxiety rather than lack of ability
✗Limited transparency into how specific game behaviors translate to trait scores can frustrate candidates seeking feedback

Frequently Asked Questions

How do the Pymetrics neuroscience games actually work?+

Pymetrics uses a series of 12 short, scientifically validated mini-games based on established neuroscience research tasks. Each game measures specific cognitive and emotional traits such as attention span, working memory, risk appetite, altruism, and processing speed. Candidates interact with visual and decision-based challenges — for example, inflating a virtual balloon to measure risk tolerance or memorizing sequences to assess memory capacity. The platform collects behavioral data from these interactions and uses machine learning to generate a multi-dimensional trait profile for each candidate.

How does Pymetrics reduce bias in hiring?+

Pymetrics addresses bias at multiple levels. First, the game-based format itself is designed to be culture-neutral and does not rely on language proficiency, educational background, or prior work experience. Second, the AI algorithms are trained using de-identified data and undergo regular bias audits to ensure that scoring does not disproportionately favor or disadvantage any demographic group. The platform tests its models against protected categories including gender, race, and age, and will reject any model that shows statistically significant adverse impact before deployment.

What types of roles is Pymetrics best suited for?+

Pymetrics is most effective for high-volume hiring and roles where soft skills and cognitive traits are strong predictors of success, such as customer service, sales, operations, and entry-level professional positions. It excels in early-career hiring where candidates lack differentiating work experience. However, it is less suited for senior executive roles requiring deep domain expertise or highly technical positions where specific hard skills are the primary hiring criteria. Many organizations use Pymetrics as one component of a multi-stage assessment process.

Can Pymetrics be used for internal employee development and mobility?+

Yes, Pymetrics extends beyond external hiring to support internal talent management. Organizations can have existing employees complete the game assessments to build trait profiles, which can then be matched against profiles for different roles within the company. This helps identify employees who may be strong fits for lateral moves, promotions, or reskilling programs. The platform provides workforce analytics that help HR teams understand team composition and identify skill gaps or development opportunities across departments.

How long does the Pymetrics assessment take, and what is the candidate experience like?+

The full Pymetrics assessment takes approximately 12 to 15 minutes and consists of a series of short interactive games played in a web browser or mobile device. Candidates generally report a positive experience because the games feel more engaging and less stressful than traditional personality tests or aptitude exams. There are no right or wrong answers — the games measure natural behavioral tendencies rather than knowledge. Candidates receive a personal trait report after completion, which adds transparency and value to the experience regardless of the hiring outcome.

What happened to Pymetrics after the Harver acquisition?+

Pymetrics was acquired by Harver in 2022. The Pymetrics neuroscience-based game assessments continue to be available as a core component within the broader Harver talent acquisition platform. Existing Pymetrics customers were transitioned to Harver, and pymetrics.com now redirects to harver.com. The underlying assessment technology and methodology remain intact, but are now offered alongside Harver's other hiring solutions including structured interviewing, reference checking, and pre-employment assessments.

How much does Pymetrics cost and is there a free trial?+

Pymetrics is offered through Harver's enterprise platform with custom pricing based on hiring volume, number of roles assessed, and modules selected. There is no self-serve free tier, but Harver offers a paid pilot program starting around $10,000 that lets organizations test the neuroscience-based assessments on a single role with a limited candidate pool before committing to a full annual contract. Full enterprise contracts typically range from $25,000 to $50,000+ per year depending on scale. Interested teams can request a live demo and pilot pricing directly through harver.com/demo.

🔒 Security & Compliance

🛡️ SOC2 Compliant

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SOC2

Yes

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GDPR

Yes

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HIPAA

Unknown

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SSO

Unknown

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Self-Hosted

Unknown

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On-Prem

Unknown

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RBAC

Unknown

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Audit Log

Unknown

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API Key Auth

Unknown

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Open Source

Unknown

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Encryption at Rest

Unknown

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Encryption in Transit

Unknown

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What's New in 2026

Following the 2022 acquisition by Harver, Pymetrics' neuroscience-based assessments are now fully integrated into the Harver talent acquisition platform. The game-based assessment technology continues to be developed under the Harver brand, with expanded language support and improved bias auditing methodologies. Harver has combined Pymetrics' behavioral assessments with its own structured interviewing and reference checking tools to offer a more end-to-end hiring solution.

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