Jordi Wippert

In software, at least the way we build it, nothing ships untested. Every change is reviewed, measured, and improved if needed. I've been building software most of my life, and that habit of proving things work instead of assuming they do is the closest thing I have to a professional instinct.

Then look at how companies hire. Hiring is the most consequential decision an organisation makes, and it usually runs on a CV and a first impression. No measurement, no feedback loop, no way of knowing whether the process works. If we built software the way most companies build teams, nothing would ever run.

I joined Lotte Welten and Joeri Everaers at Selection Lab to turn a shared conviction into a platform that scales: hiring can be fair and evidence-based. As co-founder and CTO I make decades of selection science something recruiters actually use: assessments that measure what predicts performance, AI that streamlines the process but never makes the decision, and integrations that fit the systems recruiters already work in. The science has existed for years; my job is engineering it into the moment the decision is made.

My background is in computer science, but I care as much about design as I do about data. A tool only reduces bias if people genuinely use it, and people only use tools that respect their time. So we obsess over both: the model behind the score, and the screen it appears on.

Fair, measurable hiring isn't a feature we added. It's why the platform exists.