Imagine an F1 team signing a driver without ever watching them race.

The recruiter flips through a résumé:

• “Wow, you drove in Go Karts for two seasons.”

• “You trained at a big-name academy.”

• “It feels like this is a good fit.”
  
  
  

And then just like that, they hand over the keys to a $15 million car without seeing a single lap time.

Sounds reckless, right? Yet that’s how most companies hire talent.

The résumé is the motorsport equivalent of a press kit. It tells you where they’ve been, maybe a few highlight stats, but it doesn’t show you how they handle your car, your track conditions, or your pressure.

In Formula 1, simulators are the great equalizer.

• You can see how a driver reacts to rain on a fast corner.

• You can measure reaction times, decision-making, and consistency over hours.

• You can test strategy under different scenarios, all without risking the car, the driver, or the race.
  
  
  

Hiring is no different.
A skill-based assessment is your simulator.

• Put candidates in a real-world challenge based on your stack, workflows, and constraints.

• Watch how they adapt when something unexpected happens.

• Evaluate how they communicate under time pressure.
  
  
  

You don’t have to guess. You don’t have to assume that a stint at “Big Company X” means they’ll win for your team. You know because you’ve seen the lap times in a controlled, relevant test.

The best F1 teams don’t gamble millions on untested drivers. And the best companies don’t gamble payroll on untested hires.

So the question is: Are you still picking drivers based on the logo on their racing suit, or are you putting them in the simulator first?