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The Selection Lab raises €1.25M for further growth

The Selection Lab, a start-up with state-of-the-art assessment technology, has raised €1.25M in a recent investment round, reflecting the searing investor interest and market demand for user-friendly assessment software. The round is led by Borski Fund, and joined by a current investor Arches Capital.

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Founded by the married couple Lotte Welten (CEO) and Joeri Everaers (COO), and joined by Jordi Wippert (CTO), The Selection Lab has accomplished to break through the issues of complexity, pricing, and bad user experience that continue to stigmatise objective screening methods. The software developed by The Selection Lab is easy-to-use without prior HR experience, can be integrated with other HR software, and uses only scientifically validated tests. A smart data layer provides an objective way to analyse the soft skills of candidates. The layer allows recruiters to compare the skill profiles of candidates to different groups such as other applicants or best performing employees.

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Since its founding in 2018, The Selection Lab is set on a stellar growth path. The client base has expanded from 30 to over 180 over the last two years, and the traction unquestionably proves that The Selection Lab has developed a software that meets the demands of a highly versatile market. The investment will contribute towards the expansion of the tech and sales, as well as boosting client acquisition through marketing. More information on vacant positions can be found on the job page.

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"Due to our partnership with Borski, not only are we able to continue to grow our revenue, but also double down on impact," said Joeri Everaers, COO and co-founder of The Selection Lab. 

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Laura Rooseboom, Partner at Borski Fund, viewed the benefits of the investment in a similar light:  “Investing in The Selection Lab highlights our vision for the future of hiring – one that prioritises an objectivity, inclusivity, and fair process to ensure that organisations can confidently choose the best candidates for their success. This aligns with our core values of innovation, diversity, and the pursuit of excellence in finding the right individuals for organisations.”

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The Selection Lab was built on the belief that by objectively matching the right people with the right roles through skill-based hiring changes lives, organisations, and even society as a whole. "With this investment, we're one step closer to revolutionising the selection process of employees – making it more objective, more professional, and more focused on the soft skills that truly matter,” added Lotte Welten, CEO and co-founder at The Selection Lab. “Together, we will redefine what it means to be 'the right fit' and boost diversity at the same time."

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To celebrate the remarkable next step, The Selection Lab is offering a free 3-month period for all new clients that apply in October 2023. 

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About The Selection Lab

The Selection Lab is an Amsterdam-based developer of assessment technology to screen applicants. Since 2018, the founders Lotte Welten (CEO),Joeri Everaers (COO), and Jordi Wippert (CTO), have helped envision an objective, skill-based hiring method that is both user-friendly and easy to implement. The team believes that objectively matching the right people with the right roles reshapes lives, organisations, and even the society as a whole. Focusing on the soft skills of candidates, and using a smart data layer to provide insights about the candidate profiles vis a vis the current employee base, The Selection Lab allows companies to answer the million dollar question: which soft skills determine the success of employees within my organisation?

The Selection Lab has been awarded the best e-assessment in the Recruitment Tech 35 of 2023.

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About Borski Fund

Borski Fund is an innovative Venture Capital Fund founded by the dedicated duo of Simone Brummelhuis and Laura Rooseboom in 2019. With an initial commitment of €21M, and current fund size of €40M through multiple closings, Borski Fund continues to ease the access of inclusive and gender diverse start-ups to capital. The Fund continues to provide driven entrepreneurs the key to a vast world of growth opportunities and success stories.

Borski Fund will attend the upcoming edition of Web Summit, which takes place in Lisbon from November 13-16 2023.

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About Arches Capital

Arches Capital is an Angel Syndicate of 100+ business angels, that is bridging the gap between venture capitalists and business angels. They act like a VC and engage, care and inspire as the angels they are. The angels in the syndicate are seasoned entrepreneurs and experienced angel investors. Arches Capital invests in entrepreneurs that build generation proof B2B software companies, through empowering the entrepreneurs and by accelerating the growth of their companies. They now have a portfolio of 17 B2B software companies and support its portfolio companies from initial investment all the way to a successful exit.

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Contact details

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Name: Joeri Everaers

Role: Founder & COO

Email: joeri@theselectionlab.com

Phone: +31 (0)654 36 17 57

LinkedIn

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FAQ

Can game-based assessments promote diversity in the hiring process?

Yes, game-based assessments can support diversity by focusing on skills and behaviors rather than traditional criteria like résumés, which may contain unconscious biases. This gives candidates from diverse backgrounds a fairer chance to demonstrate their potential.

What is a game-based assessment?

A game-based assessment is a method that uses game mechanics to evaluate a candidate’s skills, competencies, and personality traits. While playing these games, candidates are assessed on aspects like problem-solving, cognitive ability, and behavior under pressure in an interactive way.

What are the advantages of game-based assessments?

Game-based assessments offer a more engaging and interactive experience for candidates, which can lead to a more positive perception of the hiring process—especially among certain groups. For employers, they provide deeper insights into both cognitive and behavioral traits, which traditional tests may miss. They also reduce the chance of socially desirable answers, as candidates tend to respond more authentically in a game environment.

How reliable are game-based assessments compared to traditional tests?

When well-designed, game-based assessments can be just as reliable—or even more reliable—than traditional tests. They assess a wide range of behaviors and cognitive abilities in a dynamic setting. However, the quality of these assessments varies greatly, so careful evaluation is essential.

How does a game-based assessment work?

Candidates participate in interactive games designed to measure specific skills and behaviors. Evaluation goes beyond just the final score—it also considers how the candidate makes decisions, handles challenges, and responds to different scenarios. These insights reveal underlying thought processes and behavioral patterns.

Are game-based assessments scientifically validated?

The main drawback is that many game-based assessments are relatively new and have not yet been extensively researched by independent academics. Providers often cite their own research, which is rarely externally validated. Without independent studies, the reliability of these assessments remains uncertain—something to keep in mind when selecting one.

How can game based assessments contribute to a better candidate experience

This can vary significantly by audience. The playful, interactive nature of game-based assessments can lower stress levels for some candidates compared to traditional tests. However, research shows that certain groups, especially those over 35, may find them more stressful. Men also tend to rate the experience more positively than women.

Can you practice game-based assessment?

You can familiarize yourself with the style of games used, but it’s difficult to "practice" for them in a traditional sense. These assessments are designed to measure natural reactions and authentic behavior, so repeated practice typically has less effect on performance than with traditional tests.

Will game-based assessments replace traditional tests in the future?

It’s likely that game-based assessments will become more common in hiring processes, but they probably won’t fully replace traditional tests. Both approaches have value and can complement each other depending on the role and the company’s needs.

How are the results of a game-based assessment analyzed?

Results are analyzed based on predefined criteria such as problem-solving ability, reaction time, and behavior under pressure. Advanced algorithms collect and interpret this data to provide a reliable, objective evaluation of a candidate’s strengths.

What kind of skills do game-based assessments measure?

They assess a wide range of abilities, including problem-solving, adaptability, decision-making under pressure, teamwork, and emotional intelligence. Depending on the design, they may also evaluate cognitive skills like memory, attention, and pattern recognition.

How long does a game-based assessment take?

Typically, these assessments last between 15 and 60 minutes, depending on the game’s complexity and the number of skills being tested. They’re usually shorter and more engaging than traditional assessments, making for a smoother candidate experience.

Are game-based assessments suitable for all roles?

They are especially effective for roles that require flexibility, creativity, problem-solving, and strong interpersonal skills. For highly technical or specialized roles, additional assessments may be needed to measure specific knowledge.

What’s the difference between a game-based and a gamified assessment?

A gamified assessment adds game-like elements (such as points or rewards) to a traditional test to increase engagement. A game-based assessment, on the other hand, is a standalone game designed specifically to evaluate certain competencies. The game itself is the primary evaluation tool, not just an enhancement.

FAQ

How can I improve my company’s retention rate?

The retention rate can be improved by investing in employee development and satisfaction. This includes offering training, career opportunities, and recognition for their contributions. A culture of open communication and attention to work-life balance can also contribute to higher retention. Additionally, offering competitive compensation and involving employees in decision-making can strengthen loyalty.

What are the benefits of growth opportunities for employee retention?

Growth opportunities can promote employee retention by giving staff a sense of direction and motivation. When they have the chance to learn and develop professionally within the company, they feel valued, which increases their loyalty. This can prevent them from leaving to seek better opportunities elsewhere. kunnen het behoud van personeel bevorderen door medewerkers een gevoel van richting en motivatie te geven. Wanneer zij de kans krijgen om te leren en zich professioneel te ontwikkelen binnen het bedrijf, voelen zij zich gewaardeerd, wat hun loyaliteit vergroot. Dit kan voorkomen dat ze vertrekken om elders betere kansen te zoeken.

What are the key factors that influence employee retention?

Key factors that influence employee retention include salary and benefits, opportunities for professional development, work-life balance, company culture, and the relationship with supervisors. Employees tend to stay longer when they feel valued, challenged, and supported in their work environment.

Why is employee retention so important for organizations?

Employee retention is important because it helps reduce recruitment and training costs for new employees, and it contributes to retaining knowledge and experience within the organization. High retention also ensures continuity within teams, leading to a more stable company culture, higher customer satisfaction, and improved business outcomes.

Which recruitment strategies help improve retention?

Recruitment strategies that can improve retention include identifying candidates who align with the company culture, using assessments to evaluate soft skills, and providing transparency about role expectations during the hiring process. Employees who feel connected to the organization and have clarity about their role are more likely to stay longer.

How can a good onboarding process contribute to higher retention?

An effective onboarding process can contribute to higher retention by helping new employees quickly adapt to their role, the company culture, and expectations. By providing support and clear information from the start, their engagement is increased, and the likelihood of them leaving early due to feelings of being overwhelmed or lacking guidance is reduced.

What is the role of company culture in retaining employees?

Company culture plays a crucial role in employee retention. When employees feel heard, valued, and connected to the values and norms of the company, they are more likely to stay. A positive culture that fosters collaboration, respect, and personal growth can significantly enhance employee motivation and satisfaction.

How can leadership and management style influence retention?

Leadership and management style have a significant impact on retention. Leaders who inspire, support, and coach their team can increase employee engagement and satisfaction. Offering autonomy and trust can lead to higher loyalty, while inefficient or negative management styles can contribute to dissatisfaction and increased employee turnover.

What is the importance of recognition and rewards for employee retention?

Recognition and rewards play an important role in employee retention by showing staff that their work is valued. This can increase their motivation and loyalty. In addition to financial rewards, compliments, promotions, and other forms of recognition can also contribute to satisfaction and retaining employees.

What role does work-life balance play in improving retention?

A balanced work-life balance plays an important role in increasing retention. By reducing stress and improving job satisfaction, employees are more likely to stay with the company. Initiatives such as flexible working hours, remote work options, and respect for personal time can contribute to this balance.

What does increasing retention mean within a company?

Increasing retention within a company means implementing strategies to keep employees with the organization for longer. This can be achieved by improving job satisfaction, offering growth opportunities, and fostering a positive and supportive company culture.

How do I measure the success of my retention strategy?

The success of a retention strategy can be measured by tracking retention rates and turnover rates, and by gaining insights from exit interviews. Additionally, employee satisfaction surveys and feedback from performance evaluations can provide valuable information about the effectiveness of the strategies applied.

What are the costs of a low retention rate?

A low retention rate can bring significant costs, such as increased expenses for recruiting and training new employees. Furthermore, the loss of experienced staff can lead to lower productivity, reduced knowledge transfer, and a negative impact on company culture.

How can I increase employee engagement?

To increase employee engagement, involve them in decision-making processes, regularly ask for their feedback, and recognize their contributions. Offering development opportunities and maintaining transparent communication can also contribute to greater engagement.

How can technology help improve employee retention?

Technology can be a tool for improving employee retention by facilitating communication, feedback, and development. By using online platforms for training, recognition, and evaluation, companies can create a more engaged and satisfied workforce.

FAQ

How long does it take to complete the tool?

Less than 10 minutes. You’ll answer 30 guided questions and get a summary of what to look for in your next assessment platform.

Can this checklist help me compare assessment providers?

Yes. By clarifying what matters most to your team, it makes comparing providers' features, pricing, and strengths much easier and more strategic.

How can I use this checklist if I’m not doing a formal RFI?

It’s equally valuable for internal evaluations, exploring new tools, or improving your current hiring process even if you’re not issuing an RFI or RFQ.

What should I look for in a modern assessment tool?

Prioritize platforms with user-friendly design, mobile compatibility, strong analytics, ATS integrations, and inclusive features like neurodiversity support.

What types of assessments should I consider in 2025?

Leading tools combine cognitive testing, situational judgment tests (SJTs), behavior assessments, and predictive AI to evaluate candidates more holistically.

Who should use an assessment checklist?

HR professionals, hiring managers, and procurement teams evaluating pre-selection solutions, especially those comparing AI-powered or compliance-driven assessment platforms.

How does this checklist help with RFIs and RFQs for assessments?

The checklist helps you define your exact requirements so you can confidently draft or respond to Requests for Information (RFI) or Requests for Quotation (RFQ) for assessment tools.

What is an assessment tool in hiring?

An assessment tool evaluates candidates’ skills, behaviors, and fit during the recruitment process. It helps improve hiring decisions and streamline pre-selection.

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