pymetrics is excited to announce a grant from The Rockefeller Foundation to help At-Risk and Opportunity Youth find meaningful employment opportunities. The $150,000 grant will enable multiple companies to utilize pymetrics’ neuroscience games and artificial intelligence to find high potential hires.
Opportunity Youth, people ages 18-24 who face barriers to economic participation, have a disproportionately high unemployment rate of over 12%, nearly triple the national average. Thanks to organizations like The Rockefeller Foundation, significant work is underway to match these individuals who typically fall outside the traditional professional lens to employment opportunities based on their inherent cognitive and emotional traits. Through pymetrics’ collaboration with The Rockefeller Foundation, we hope to provide access to stable employment and careers, improving their chances of leading healthy and productive lives while building a stronger and more inclusive workforce.
pymetrics is a scientific and AI-based platform using neuroscience games to match candidates with jobs while removing bias from the hiring process. Our approach matches candidates to jobs based on their cognitive and emotional potential, rather than their pedigree. Using this method, we can remove the traditional biases that continue to disadvantage certain populations.
This unique opportunity will enable us to partner with forward-thinking companies who are interested in employing high-potential, at-risk youth. The grant will provide funds towards each engagement with an additional financial contribution from each partnering company. Our partners will also be highlighted on a national stage through articles, white papers, and videos, inspiring and motivating other employers to reimagine their hiring process.
If you are interested in partnering with us to bring this initiative to life, please contact Andrew Avrin, Lead Investigator (andrew@pymetrics.com) to learn more.
Criteria to qualify as an applicant:
● Identify roles within your organization where individuals can be upskilled as needed
● Roles should have at least 50 existing top performing employees
● Organization can contribute funds towards this initiative
● Organization will take a different approach to evaluating talent, foregoing educational and professional background and instead looks at cognitive and emotional trait matching
● Organization is able to share metrics and data from our work for external communication. Example metrics might include but are not limited to:
○ Number of applications / offers / people hired
○ Application time
○ Diversity, demographic, and education
○ Attrition rates
