Talent Selection & Assessment
Whether you're scaling your studio, growing your SaaS team, or building out Web3 engineering, we adapt to where you are.
The Real Cost of Getting Hiring Wrong
A bad hire doesn't just drain budgets. It disrupts sprints, tanks team morale, and stalls your roadmap while everyone compensates for the gap.
Most hiring fails because it relies on gut feeling and unstructured interviews. Studios hire for portfolio polish, SaaS teams hire for charisma, then wonder why performance suffers three months in.
In gaming and tech, every week a critical role stays vacant means competitors ship first. Every misaligned hire creates friction that ripples through your entire organization.
Interview charisma doesn't predict job performance. Structured assessments do.
What IO Psychology teaches us
How We Help
We apply Industrial-Organizational Psychology to design selection systems that actually predict job performance.
Validated assessments and structured processes that identify candidates who will thrive in your specific context.
Direct Hiring Support
Need people now? We work alongside your team to fill critical roles using evidence-based selection methods. Fast.
- We source, assess, and help you hire
- Validated selection tools applied to every candidate
- Success-based or project fees
Perfect for urgent roles, seasonal hiring, or when you need expertise without building it in-house.
Get StartedCustom Hiring Systems
Building long-term capability? We design comprehensive selection systems your team can own and run independently.
- Custom competency frameworks
- Validated assessment tools
- Interview training for your team
- Documentation and playbooks
Ideal for growing companies who want to hire consistently well without relying on external help.
Learn MoreThe Full Cycle
Job Analysis
Validated Assessments
Structured Interviews
Decision Systems
Job Analysis
We start by understanding what actually drives success in the role. Through structured job analysis, we identify the competencies, behaviors, and characteristics that separate great performers from mediocre ones.
What We Do:
- Critical incident interviews with top performers
- Job task analysis and work sample review
- Competency modeling based on your goals
- Success criteria definition and documentation
Validated Assessments
Custom assessment batteries combining cognitive tests, personality inventories, and situational judgment exercises. Every element is chosen based on research evidence of what predicts performance.
Assessment Components:
- Cognitive ability tests (GMA, reasoning)
- Personality assessments (Big Five, work styles)
- Situational judgment tests (job-specific scenarios)
- Skills assessments and work samples
Structured Interviews
Behavioral and situational interview protocols that eliminate bias and improve decision accuracy. We train your interviewers on consistent evaluation criteria and proper scoring.
Interview Design:
- Behavioral interview questions (STAR method)
- Situational interview scenarios
- Structured rating scales and anchors
- Interviewer training and calibration
Decision Systems
Scoring frameworks that appropriately weight each assessment element. The result: clear, defensible hiring decisions backed by evidence rather than gut feeling or politics.
Decision Framework:
- Weighted scoring algorithms
- Cut-score determination and validation
- Decision matrices and ranking systems
- Ongoing validation and refinement
Related Services
Building great teams is just the beginning. Here's how we can help you develop and retain them.
Common Questions
What you're probably wondering about working with us
Do you help us hire people, or do you build hiring systems for us?
Both. It depends what you need. If you have urgent roles to fill and need hiring support now, we work with you directly: sourcing candidates, running assessments, and helping you make evidence-based hiring decisions. If you're building long-term capability, we design custom selection systems your team can own and run independently. Many clients start with direct support, then transition to custom systems once they're ready to bring it in-house.
Where are you based? Can you work with companies outside Turkey?
We're based in Istanbul but work globally, primarily in Europe and Asia-Pacific, where we have deep experience with local hiring contexts and regulations. Our systems work seamlessly for remote hiring. Assessments run online, interviews happen via video, and we account for timezone and cultural considerations. We've placed professionals across three continents and designed selection systems for companies hiring from London to Singapore.
How do you charge: success-based or retainer?
We offer both, depending on the engagement. For direct hiring support, we typically work on success-based fees (you only pay when we help you hire). For custom system design and long-term projects, we use retainer or project-based pricing. We're flexible and adapt to what makes sense for your situation and budget.
How long does it take to see results?
For direct hiring support, we can start immediately and often fill roles within 3-6 weeks depending on the market. For building custom selection systems, basic implementations with validated assessments and structured interviews take 6-8 weeks. Comprehensive systems with custom frameworks and validation studies take 3-4 months. We offer expedited options for urgent needs.
Can this work for technical roles like software engineers or game developers?
Absolutely. This is our specialty. We've designed selection systems for frontend developers, backend engineers, DevOps specialists, game designers, data scientists, and technical artists. For technical roles, we combine cognitive assessments, practical work samples, structured behavioral interviews, and culture fit evaluations. We understand what good looks like in gaming, SaaS, and Web3 contexts.
What's the ROI of doing this properly?
Research shows validated selection systems improve quality of hire by 20-40%. For a €140k role, avoiding just one bad hire saves €42k+ in hard costs alone, not counting productivity loss, team morale impact, or opportunity cost. Typical ROI is 300-500% in the first year through reduced turnover, faster time-to-productivity, and better team performance. Most clients see measurable improvement within the first few hires.
How do you ensure the process is fair and legally defensible?
All our methods follow professional standards from SIOP (Society for Industrial and Organizational Psychology) and relevant employment regulations in your region. We conduct validation studies, document job-relatedness, monitor for bias, and maintain standardized procedures. Every assessment comes with technical documentation for legal review. We design systems that are both effective and defensible.
Ready to hire better?
Let's talk about whether we can help. No sales pitch, just a real conversation.