Our Research

Explore the science behind our mission and assessments. Our research combines psychological principles with data science to transform how companies identify and hire top talent.

Primary Research

We conduct ongoing primary research to ensure our assessments are scientifically valid. All participant data is fully anonymized to protect privacy, and no personally identifiable information is ever shared or stored alongside results, unless explicitly consented to by participants. As we continue to gather data, we refine and validate our tests through rigorous analysis, improving their accuracy and fairness over time.

Candidate Assessment Study

January 2023 to May 2024

Analysis of 1,000+ candidate assessments validating proprietary Huntsly cognitive assessment.

167Research Iterations

1,000+Participants

1Academic Partner

Secondary Research

Over the past 35 years, global research has consistently shown that certain methods are especially effective at predicting job performance. Among the most reliable are tests that measure general mental ability: such as problem-solving, learning speed, and critical thinking, as well as structured personality assessments focused on traits like dependability and conscientiousness. These methods are backed by extensive evidence, with studies cited more than 28,000 times in academic literature. Huntsly is built on these proven foundations. By using structured, science-backed assessments, we help companies make smarter, fairer, and more confident hiring decisions.

Meta Analysis

The Validity of Employment Interviews: A Comprehensive Review and Meta-Analysis

Frank L. Schmidt & John E. Hunter (Psychological Bulletin, 1998)

Structured interviews are significantly more valid than unstructured ones.
Structured interviews combined with cognitive ability tests yield high predictive validity for job performance.
Emphasizes the importance of standardization in interview processes.

Citations

~1,470

Region

Professions

Diverse, including managerial, technical, and clerical roles

Meta Analysis

General Mental Ability in the World of Work: Occupational Attainment and Job Performance

Frank L. Schmidt & John E. Hunter (Psychological Bulletin, 1998)

General mental ability (GMA) is a strong predictor of job performance and career success.
GMA predicts performance across all job types and levels of complexity, better than job experience or any other common measure or trait.

Citations

~7,353

Region

Professions

Very diverse, from factory workers to legal professionals

Meta Analysis

The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings

Frank L. Schmidt & John E. Hunter (Psychological Bulletin, 1998)

Cognitive ability tests and structured interviews are the most valid selection tools.
Work sample tests and integrity tests also show strong validity.
These are applicable to new and experienced hires.

Citations

~1,932

Region

Professions

Diverse occupations across sectors

Meta-Analysis / Quantitative Review

Predicting job performance: Not much more than g.

Ree, M.J., Earles, J.A. & Teachout, M.S (Journal of Applied Psychology, 1994)

General mental ability (g) is the strongest and most consistent predictor of job performance across a wide range of occupations.
Other predictors (e.g., personality traits, experience, interviews) add only marginal incremental validity beyond this.

Citations

~844

Region

Professions

Seven roles within U.S. Air Force (various complexities)

Meta Analysis

The big five personality dimensions and job performance: a meta‐analysis

Barrick, M.R. & Mount, M.K. (Personnel Psychology, 1991)

Conscientiousness is the most consistent predictor of job performance across all occupational groups.
Other traits (Extraversion, Openness, Agreeableness, Neuroticism) show varying levels of predictive validity depending on the job type.

Citations

~16,916

Region

Professions

Diverse occupations across sectors using U.S. Dept Labor titles

Quantitative Analysis

The big five personality dimensions and job performance

Rothmann, S. & Coetzer, E.P., SA Journal of Industrial Psychology (2003)

Conscientiousness was the strongest predictor of job performance among the Big Five traits.
Emotional stability and openness to experience also showed significant relationships with job performance in certain contexts.

Citations

~1,301

Region

Professions

Pharmaceutical manufacturing

Meta Analysis

Validity and Utility of Alternative Predictors of Job Performance

Hunter, J.E. & Hunter, R.F. (Psychological Bulletin, 1984)

Cognitive ability tests are the most valid predictors of job performance.
Structured interviews, work sample tests, and integrity tests also show high predictive validity.
Combining predictors increases overall prediction accuracy.

Citations

~4,225

Region

Professions

Diverse occupations across sectors

Meta Analysis

The predictive validity of cognitive ability tests: A UK meta‐analysis.

Bertua, C., Anderson, N. & Salgado, J.F. (Journal of Occupational and Organizational Psychology, 2005)

Cognitive ability tests are strong predictors of job performance across a wide range of occupations in the UK (consistent with U.S.-based findings).
The study also found higher predictive validity for more complex jobs.

Citations

~399

Region

Professions

Diverse occupations across sectors

Meta Analysis

International validity generalization of GMA and cognitive abilities: A European Community meta‐analysis

Salgado, J.F., Anderson, N., Moscoso, S., Bertua, C. & De Fruyt, F. (Personnel Psychology, 2003)

General mental ability (GMA) is a valid predictor of job performance across all European Union countries included in the analysis.
The study confirmed that job complexity moderates the strength of the GMA–performance relationship.

Citations

~652

Region

Professions

Diverse occupations across sectors split by complexity

Quantitative Analysis

Personality, learning style and work performance

Furnham, A., Jackson, C.J. & Miller, T., Personality and Individual Differences (1999)

Personality variables (extraversion, neuroticism) were statistically significant – but small (<10%) – predictors of rated performance.
Personality variables account for a small but important amount of variance in measures of work performance.

Citations

~255

Region

Professions

Telephone Sales