Selection Lab is a Netherlands-based assessment platform that helps organisations automate candidate selection right up to the live interview by replacing gut feeling with structured, skill-based hiring. Their SaaS combines digital pre-employment assessments, psychometrics and workflow automation so recruiters can screen candidates on competencies, values, cultural preferences and cognitive ability before anyone schedules a call. Used by more than 250 companies, it plugs into existing ATS and HR systems and delivers a full assessment, typically measuring 19 competencies, 10 core values and three types of intelligence in about 45 minutes for each applicant. Learn more at https://www.selectionlab.com/
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In this video Stafford explains how hiring teams configure role-specific selection flows: for each vacancy they can combine soft-skill inventories, cognitive ability tests, language and coding assessments, situational judgement tests and hard-skill modules into one candidate journey. An AI assistant helps recruiters design these flows, but the underlying scores come from validated psychological assessments rather than opaque generative models, so results remain explainable and defensible in practice.
Candidates always enter through the employer’s own talent pool; Selection Lab does no sourcing but ranks applicants already in process to show who best fits the role, typically automating around 70% of the screening workload. To reduce gaming and faking, each competence is probed with multiple items, consistency checks and response-pattern analytics, and optional remote proctoring can capture screen and webcam activity to confirm that a real human completed the tests without outside help.
Recorded at Web Summit Lisbon 2025 in the KPMG Tech Innovator finals, the conversation also touches on Selection Lab’s scale-up ambitions, from its Dutch base into Scandinavia, Belgium, Germany and the US. Stafford frames the platform as decision support rather than a replacement for human judgment: recruiters and hiring managers still run live interviews, but they do so armed with structured insights into competencies, values and predicted job performance, aiming for fewer mishires, higher retention and a more transparent experience for candidates and employers alike.
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