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Equalture (Rotterdam)Equalture
Behavioural intelligence platform with games that objectively screens candidates against a 'success model' of top performers.

Shared spot12of 33 professional tools with a GDPR profileOur summary of what the provider itself publishes about your data: whether the data is stored in the EU (2 points), whether there is a certification or GDPR guarantee (1) and whether the provider is established in the Netherlands or the EU (1). 3 or 4 points is Strong, 2 Good, 1 Limited, 0 Unknown. How we measure in recruitment
GDPR: Limited
- Provider based in the Netherlands
Priceon request
Free trialNot foundNot found on the provider's site when checked on 13 August 2026
Based inRotterdamNetherlands
ModelNot publicnot public, proprietary scoring algorithms
Last checked: 13 August 2026 · How we check
Is this your tool? Fill in missing detailsThis is what Equalture looks like
www.equalture.com

What it does
Game-based assessments (neuroscience-based)Success DNA Engine per job type
Objective fit scores for candidates
AI-resistant tests (cannot be manipulated)
20+ languages available
Integration with existing HR systemsContinuous learning from hires
90%+ assessment completion rate
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Underlying model
GDPR check for recruitment not public, proprietary scoring algorithms. Many tools build on a large model from, for example, OpenAI or Anthropic. If in doubt, ask for the data processing agreement: it sets out where your data goes.
Questions about Equalture
- Which AI model does Equalture use?
- The provider of Equalture does not disclose which AI model sits underneath. Own scoring algorithms.
- How much does Equalture cost?
- on request. Check the current price on the provider's website; rates change often.
- Who is Equalture for?
- Equalture is aimed at recruitment. It suits work such as writing vacancy texts and recruitment campaigns, pre-selecting CVs and profiles, and approaching and following up with candidates.
- What should I watch out for with AI in recruitment?
- Automated selection falls under strict rules (GDPR, discrimination). Use AI as a tool, not as the decision-maker, and be transparent with candidates.
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