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Yes. From branding and messaging to task design and role context, we can tailor the experience to reflect your company's culture, values, and expectations. Students don't just see your name; they experience what it is like to work at your company. You can choose between self-paced or live multiplayer formats. Live simulations tend to spark stronger engagement, particularly during campus events or insight days.

For a 360-degree view, you need a team-based element as well. That said, team-based simulations include many stages where candidates work individually, analysing data and making their own decisions.

Most organizations start with a pilot campaign for one role family or hiring cycle. This allows your team to compare outcomes against your existing approach and evaluate metrics such as participation, shortlist quality, interview load, and time to shortlist. If the results are strong, you can expand to additional campuses or hiring programs. If not, you simply stop after the pilot cohort.

Targeted campaigns can be launched within 1 to 2 weeks. Once ready, we reach out to target universities to announce a series of simulation events and build excitement to boost participation. Ideally, there is a 2-week lead time before the simulation events begin, with the full campaign running for at least one month. If your goal is to raise brand awareness or educate students about your company, we can set up a tailored branding experience within a week.

Unlimited. Many teams run multiple sessions or parallel groups to scale across campuses.

In a group, depending on the simulation, there are between 4 and 12 candidates. The system automatically allocates candidates to groups so that unlimited scale is possible.

Our simulations create real buzz on campus because they offer what students want: career clarity, real-world experience, and the chance to explore exciting opportunities. Many top performers take part as they see the simulation as a valuable way to test themselves in a realistic environment. The format is short enough for students to easily commit, yet long enough to create an intense, authentic working environment where the simulator track every interaction. It's the challenge and pressure that make the experience so memorable. Students leave inspired, engaged, and eager to share it, turning each simulation into a campus-wide event.

No. Most teams use the simulation results to strengthen the top of their funnel while keeping their existing interview stages. Recruiters typically start interviews as they normally would, just with stronger signals about who to prioritize. Hiring managers still make the final decisions; the simulation simply provides better evidence earlier in the process.

It depends, you can choose how involved you want to be.

Option 1 - We run it for you: Tell us who you're looking for: roles, skills, and locations. We handle everything: outreach, promotion, simulation delivery, and shortlisting. You simply receive a ready-made pool of qualified candidates who match your criteria.

Option 2 - You co-host with us: Join the experience directly. After each simulation, you can host a short company session to share your story, answer questions, and make your brand unforgettable. We promote your simulation across our university network to attract top-tier, motivated candidates.

Option 3 - You run your own simulation events: You lead your own campus or virtual events, using our simulations to assess and engage participants. We provide all materials, analytics, and support behind the scenes, helping you run large-scale, data-driven events with minimal setup effort.

Yes. We recommend contacting top performers quickly and inviting them to apply, join insight days, or take part in further assessments. Response rates tend to drop within a few weeks, as the strongest candidates often have multiple opportunities and move fast.

Each shortlisted candidate comes with structured performance data and clear benchmarks within the cohort. Recruiters can show how candidates performed in the simulation, what behaviors were observed, and how they compare to peers. This makes it easier for hiring managers to understand why candidates were shortlisted and supports decisions with observable evidence.

Top performers with many options are very picky, and while longer simulations gather more data, participation is lower for long simulations in early-stage outreach. We have found the sweet spot to be about 2 hours. This is enough to simulate a work environment where candidates work on pressurised individual tasks and team assignments.

Typically: video intro brief (optional, you can provide the intro to boost excitement) -> mixed teams -> simulation phases (strategy + collaboration/negotiation) -> optional debrief where you explain your company. It's positioned as a job-real simulation, more "show how you think" than "take a test." The goal is a fair preview of the work, not a generic assessment.

Participation and data sharing are opt-in. We follow GDPR and applicable privacy rules.

The simulations are time-pressured and highly interactive, requiring candidates to react quickly, communicate, and collaborate with others in real time. Pausing to rely on external help puts them behind and disrupt their performance in other phases. Even if someone used AI for a specific written task, it wouldn't improve their overall results - any mismatch between that output and their live communication, decisions, and collaboration is clearly detectable.