Executive summary
The first lines of the report make the decision clear: strengths, risks, and what the decision-maker should verify.
3D Cultural Alignment Measurement
Poor cultural fit is measurable — before it becomes expensive
Simulo measures how candidates make decisions under pressure, and how well their behaviour fits the team and the direct manager. Hiring decisions no longer have to rely on interview impressions alone.
- SJT-based methodology
- 3D alignment model
- Backed by meta-analyses
- Automatic reports & recommended order
9
progressive stress-level scenarios
3D
fit: candidate · team · leader
4
behavioural response patterns
PDF
structured, exportable reports
Decision support
Measurement becomes an immediately usable decision view
Simulo does not stop at a score: it shows where fit is strong, where hidden risk appears, and which candidates to review first.
Step-by-step comparison
All 9 situations show where the candidate matches the team and leader expectations — green/grey pattern at a glance.
Recommended candidate order
See who to continue with first for each position, based on team fit, leader fit, and risk patterns.
Cultural trap signals
Simulo highlights when a candidate may seem to fit the team but later collide with the leader’s operating expectations.
Instant notification
When the candidate completes the assessment, HR receives the report link immediately — no manual checking or waiting.
Exportable decision material
PDF reports and Excel summaries support leader alignment, documentation, and internal follow-up.
The hidden cost
Turnover is not an "HR problem" — it's a prediction failure
Most early departures are not competence gaps — they are cultural and team-dynamics misfits. Interviews and CVs rarely show how someone behaves under conflict, time pressure, or leader expectations. Simulo makes that layer measurable before the cost hits.
- A bad hire can cost 50–200% of annual salary (SHRM / industry estimates).
- Person–organization fit meta-analyses show misfit increases turnover intention and lowers commitment.
- Situational Judgment Tests (SJTs) are stronger indicators of workplace behaviour than traditional self-report questions.
Why it works
Three scientific pillars on one platform
Behavioral psychology
We do not only ask what candidates say — we look at the choices they make under pressure. The 9-step simulation gradually raises stress and reveals decision patterns.
- Situational Judgment Test: real decisions, not self-assessment
- 4 behavioural response patterns: autonomy, transparency, diplomacy, survival strategy
- Stress tiers: low → mid → high — as pressure builds at work
HR technology
Cultural fit is not just intuition: it can be structured into comparable data. Simulo delivers comparison matrices, radar profiles, and team-member comparisons that hiring managers can interpret quickly.
- Team-DNS mapping via group assessment
- Leader expectation profile and gap analysis
- PDF reports, step-by-step answers, team member comparison
Evidence base
The methodology is not a marketing claim: it builds on decades of research into situational testing and organisational fit.
- SJT: statistically significant predictive validity for performance
- P-O fit: linked to satisfaction and retention
- Incremental validity beyond cognitive ability measures
The 3D model
Not one score — three dimensions interpreted together
A hiring decision is stable when all three dimensions align — a strong CV alone is not enough.
Candidate dynamics
How do they react in crisis? Which behavioural response pattern dominates under pressure?
Team-DNS
Your existing team's collective profile — which behavioral patterns dominate?
Leader expectations
What does the direct manager expect? Where is alignment, where hidden tension?
Psychological foundation
Why situations are the best mirror
In classic interviews, candidates can present their best version of themselves. Situational simulation asks them to choose when there is no perfect answer — revealing the decision style that is more likely to show up at work.
Predictive behavior, not self-report
SJT research shows situational choices correlate better with job performance than self-rated personality scales (McDaniel et al., 2007).
Stress progression
9 steps across three stress tiers — as in real work: routine → tension → crisis. See when behavior shifts.
Hidden cultural traps
Two candidates with similar CVs can produce very different behavioural profiles. Simulo surfaces gaps that may become team conflict six months later.
Team member comparison
Step-by-step alignment with existing team members: who reacts similarly, and where do recurring gaps appear?
Leader–candidate fit
The leader completes an expectation profile; the system compares candidate answers automatically — exposing hidden expectation–behavior gaps.
Reports & auditability
PDF export, radar charts, step-by-step answers — documented data behind every decision, supporting compliance and internal transparency.
HR technology
Measurable team fit — not gut feeling
HR and hiring managers need the same view: objective comparison data that can be discussed, documented, and tracked over time.
Research
Evidence-based methodology
Simulo builds on established research directions — it does not replace expert judgment, it adds a data-informed layer.
Validity of Situational Judgment Tests
McDaniel, Whetzel, Schmidt & Maurer (2007) · International Journal of Selection and Assessment
A meta-analysis of 118 SJT studies found statistically significant predictive validity for job performance and organisational citizenship behaviour, especially when real workplace situations are modelled.
Person–organization fit and turnover
Kristof-Brown, Zimmerman & Johnson (2005) · Personnel Psychology
A P-O fit meta-analysis found links between organisational fit and job satisfaction, commitment, and turnover intention. Better fit is associated with less early attrition and higher retention.
Ranking selection methods
Schmidt & Hunter (1998) · Psychological Bulletin
Comparative analysis of selection methods: structured, behavior-based tools (including SJTs) add incremental validity beyond cognitive ability — reducing bad hire risk.
Team-level fit
Kristof-Brown et al. · Person–team fit research
Person–team fit literature shows new hire and existing team interaction patterns directly affect performance, conflict, and retention — justifying Simulo's Team-DNS dimension.
Turnover
How measurable fit reduces attrition
Reducing turnover is primarily a prediction problem, not just an employer branding problem. If team and leader fit are measurable before hire, early 90-day exits become easier to prevent.
Early screening
Cultural fit red flags are visible before hire — not after a 3-month probation.
Targeted onboarding
Known behavioural gaps allow more tailored onboarding: a different mentor, a clearer communication style, or more explicit expectation management.
Team stability
Team comparison shows where the new hire is likely to fit naturally — reducing avoidable friction in day-to-day collaboration.
Leader self-reflection
Leader–candidate gaps help managers clarify expectations before conflict emerges.
How it works
-
1
Register and create your teams and leaders
-
2
Post a position and invite candidates
-
3
The candidate completes 9 decision scenarios — you receive a 3D fit profile
-
4
Decide with structured data: fit scores, team comparison and a PDF report
Plans & pricing
Clear pricing, scalable limits
Start with a free trial, then upgrade as your team grows. Limits match the plans configured in the admin.
Próba
Free
- 3 candidate invitations (total)
- 2 active positions
- 8 team member measurements (total)
- 1 teams
- 1 leaders
Start
5 900 Ft
+ VAT / month
- 10 candidate invitations / month
- 3 active positions
- 15 team member measurements / month
- 1 teams
- 1 leaders
Pro
9 900 Ft
+ VAT / month
- 30 candidate invitations / month
- 10 active positions
- 50 team member measurements / month
- 3 teams
- 2 leaders
Business
19 900 Ft
+ VAT / month
- 100 candidate invitations / month
- Unlimited active positions
- 150 team member measurements / month
- 10 teams
- 5 leaders
Prices exclude VAT. Paid plan monthly quotas reset at the start of each billing period.
Frequently asked questions
What is 3D cultural fit measurement?
Combined evaluation of three dimensions: (1) candidate behavioral profile in situational simulation, (2) existing team collective DNA, (3) direct leader expectation profile. A hire is sound when all three align.
How is Simulo different from a classic interview?
In interviews, candidates describe what they would do. Simulo asks for decisions in concrete situations — standardized, measurable, comparable data that is harder to distort with rehearsed answers.
Is the methodology scientifically grounded?
Yes. Situational Judgment Tests and person–organization fit research are supported by decades of meta-analyses (McDaniel et al., 2007; Kristof-Brown et al., 2005; Schmidt & Hunter, 1998). Simulo applies these principles in an HR platform.
How does it help reduce turnover?
Research shows that fit gaps increase turnover intention. Simulo makes team and leader fit visible before hire, helping reduce "wrong person, wrong team" early exits.
Can I try it for free?
Yes — the trial includes 1 team (up to 8 member measurements), 1 leader and 3 candidate invitations. Test the full workflow risk-free.
Trial package
See how well someone fits the team before you decide
Start risk-free — the trial includes:
1
team
8
team member measurements
1
leader profile
3
candidate invitations
No subscription risk
Measure against real team DNA
Fit becomes visible before hiring
Try for free