See how people decide before you decide on them.
Business simulations for your assessment centre, internal promotion or hiring process. A real case from your industry, the same for everyone, with every decision on record and read against your competencies. Your own team runs it, in the browser.
Your assessment hears what people say. It rarely sees how they decide.
Saying isn't doing
Interviews and questionnaires capture what someone says they would do. Under pressure, with incomplete data and a result at stake, people decide differently.
Every observer sees a slice
In a live exercise the rating depends on what the observer happens to see and remember, and the first impression colours everything after it. Two assessors, two readings.
Without the same starting point, comparing is interpreting
If each candidate gets a different group, partner or case, their results can't be set side by side.
A business exercise that leaves evidence
A real problem from the job
Participants approve loans, handle a service outage or decide where to invest, in a scenario set in your industry. What you assess looks like what they'll do tomorrow, and candidates can tell.
The same case for everyone
Each person plays alone, with the same information, the same rules and the same time. The result doesn't depend on who happened to be in their group.
Every decision on record
Every decision is logged, round by round, with its outcome. The rating rests on what the person did, not only on what someone remembers they did.
Your competencies; your team decides
We start from your competency model and tell you what each exercise observes, and what it doesn't. The per-participant report uses your labels. The decision always stays with your assessors.
One exercise in your assessment, not the whole of it
A sound assessment combines several exercises and several assessors. The simulation covers what an interview observes worst: business analysis and decision-making.
- Psychometric test
- Business simulation · Eureka
- Group exercises & role-play
- Interview & final rating
What the research says
Candidates see it as fair.
Across studies in 17 countries, Spain included, tests that reproduce the work rank among the selection methods candidates themselves rate best.
Promoting today's best doesn't guarantee tomorrow's.
A study of 131 firms found they promote the strongest current performer, not the person most likely to manage well, and that the mistake is costly.
It fits the standards.
International assessment-centre guidelines ask for simulation exercises with open responses, several exercises and assessors who observe. A business simulation provides exactly that, and doesn't pretend to be the whole.
Sources: Anderson, Salgado & Hülsheger (2010) · Moscoso & Salgado (2004) · Benson, Li & Shue (2019) · International Taskforce on Assessment Center Guidelines (2015)
How we map an internal-promotion assessment
Analyst profile in financial services, 12 participants, individual business-analysis phase. Illustrative example with a generic competency model.
| Competency | Credit-risk simulation · 90 min | Service-crisis simulation · 75 min | Your group phase |
|---|---|---|---|
| Business analysis & judgement | direct evidence | partial evidence | partial evidence |
| Drive for results | direct evidence | direct evidence | partial evidence |
| Strategic view | direct evidence | partial evidence | not observed |
| Accountability | partial evidence | direct evidence | partial evidence |
| Learning & adaptation | direct evidence | partial evidence | not observed |
| Customer focus | not observed | direct evidence | not observed |
| Communication | not observed | partial evidence | direct evidence |
| Collaboration | not observed | not observed | direct evidence |
direct evidence partial evidence not observed
What the simulation can't see, we tell you: solo play doesn't show collaboration, so that weight sits with your group phase.
From your competencies to evidence, in days
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Tell us about the assessment.
Your competencies, the profile, how many people and how much time you have. A 30-minute call.
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We propose the exercises.
Which simulation observes each competency and which doesn't, in writing, within days.
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Try them before you decide.
Trial access so your team plays each simulation exactly as a candidate will.
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We set up the session.
One or two days ahead we enrol participants and test every access.
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Your candidates decide.
In the browser, nothing to install, 60 to 90 minutes per simulation.
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You receive the evidence.
Each participant's decision log and a report organised by your competencies, ready for your assessors' rating session.
Four moments when watching people decide changes the decision
Internal promotion & potential
Today's best performer isn't always the best in the next role. The simulation tests that role before the promotion, not after.
Selection assessment centres
A business exercise for analyst, graduate or first-line-manager profiles.
Development centres
The same evidence, returned to the participant as feedback for their development plan.
Internal mobility
To see how someone handles the business they want to move into.
What a simulation doesn't do
- It doesn't decide for you. It provides evidence; the rating and the decision belong to your assessors.
- It isn't a psychometric test. It doesn't measure personality or general ability, so combine it with your own tests.
- It can't see what doesn't happen on screen. Solo play doesn't show collaboration; that's what your group phase is for.
- It doesn't promise to predict performance in your role. It gives you a sample of how the person decides; you set how much weight it carries.
Want to develop people rather than assess them? Eureka for Enterprise
Built for a process with consequences
- Hosted in the European Union and GDPR-compliant. We agree with you what data is kept, and for how long.
- Nothing to install: a browser and a connection.
- Simulations score with fixed rules, the same for everyone and reviewable decision by decision. No artificial intelligence decides about your candidates.
- We help you prepare the information on the scoring rules that you must share with your works council.
- Platform in 16 languages; assessment cases in Spanish and English.
40,000+
people trained
20+
institutions
18
simulations co-developed with IESE faculty
Frequently asked questions
Can it be done individually?
Yes, and for assessment it's what we recommend: each person works through the same case alone, with the same information and the same time, so results are comparable.
How does it connect to our competency model?
You share your competencies and their definitions, and we set out in writing which exercise gives evidence on each, which only partly, and which not at all. The report uses your labels and your scale.
Who scores?
The simulation records every decision and its outcome with fixed rules, the same for everyone. Your assessors rate the competencies with that evidence in front of them.
Do you use AI to assess people?
The simulations don't use AI to score: they follow fixed rules, the same for everyone. If AI is involved in an exercise, for example a conversational role-play, it proposes evidence and a person reviews and signs off the rating. A decision about a person is always made by a person.
How long does it take?
60 to 90 minutes per simulation. It fits into an assessment day alongside your other exercises.
Where do participants take it?
In any browser. For processes with consequences we recommend a supervised session, in person or remote, like your other tests.
Do participants get their report?
If you want them to. For development and promotion we recommend it: a better participant experience, and the exercise becomes learning.
Can you adapt the case to our business?
Yes. With a catalogue case the session is ready in days; setting it in your industry and KPIs adds one to two weeks.
Do we need to inform our works council?
In Spain, if you use the results to select or promote, the law asks you to inform the works council of the rules of any algorithm that influences those decisions. Because our simulations score with fixed, documented rules, we help you prepare that information.
How is it priced?
Per participant or per edition, depending on headcount and whether the case is adapted. You get a fixed-scope proposal.
Send us your competencies. We'll send back an assessment.
Tell us the profile, how many people and how much time you have. Within days we'll show you which simulation observes each competency, and which doesn't.
Request a proposalLast reviewed: 2026-09