Brains Before Background: How Gemeente Rotterdam Hires for Cognitive Fit, Not Just CVs

Brains Before Background: How Gemeente Rotterdam Hires for Cognitive Fit, Not Just CVs

For too long, résumés and interviews have been the gold standard in recruitment. But how often do they truly reveal who will thrive in a role? Since 2019, Gemeente Rotterdam has been proving that brains, not just background, can be the key to long-term success. A standout example is Samir Haddouch, now a successful Management Development Advisor. Six years ago, he would have been overlooked for a recruiter role based solely on his CV. But his cognitive match score was a perfect 100 — compelling Gemeente Rotterdam to invite him in. That decision marked the start of a career transformation, and a broader shift in how they hire. Through their partnership with BrainsFirst, Gemeente Rotterdam is placing cognitive potential at the heart of recruitment — and seeing lasting results.

Looking Beyond the Resume: What Really Matters

Traditional methods often overlook hidden talent. Resumes can show what someone has done, but they rarely show how someone has done it. They don’t reveal how a person processes information, stays focused under pressure, solves problems, or adapts to new challenges.

Roles demand more than just experience; they require specific ways of thinking. Therefore cognitive fit matters—some roles require strategic thinking and future planning, while others demand rapid decision-making or sustained attention. By understanding the unique cognitive wiring of a candidate, Gemeente Rotterdam can better match people to roles that align with how their brain naturally works. This kind of fit leads to stronger performance, higher engagement, and greater long-term success. As Jan Willem Wiersma, former Strategic Recruitment Advisor at Gemeente Rotterdam, explains:

“Only looking at working experience for the success of candidates is not a good predictor, nor reliable. We also know there's bias in the process… So those two factors combined were the reason for us to start with BrainsFirst.”

During his time at the municipality, Jan Willem was closely involved in driving innovation in recruitment. His insights helped lay the foundation for Gemeente Rotterdam’s shift toward a more brain-based, unbiased hiring approach. This Brains-First method doesn’t just fill roles—it finds the right fit.

Samir’s Story: When The Brain Shows What A CV Can’t

When Samir first applied for a recruiter position at Gemeente Rotterdam back in 2019, his résumé didn’t place him among the top five candidates. But once he completed the NeurOlympics cognitive assessment, everything changed — he scored a perfect 100, prompting the hiring team to take a second look.

“Samir wasn’t in the Top 5 of the traditional hiring process. He didn’t seem to match the role … But he scored a perfect 100 in the BrainsFirst assessment. So we had to invite him in person.”

His cognitive profile revealed natural strengths that closely aligned with the demands of the role. After a strong interview, initial doubts based on his CV gave way to confidence in his potential. The result? Samir was hired — and six years later, he’s still with Gemeente Rotterdam, now thriving as a Management Development Advisor, applying the same cognitive skill set that helped him stand out in the first place.

“There were some doubts about his CV, but then he scored very high on the NeurOlympics assessment, and his interview was a confirmation of his match. It was a success story six years ago and it still is—Samir is still with us, doing a great job!”

Samir’s journey is a standout example of how Gemeente Rotterdam’s collaboration with BrainsFirst is helping them go beyond traditional hiring methods. As detailed in this Werf& article, only three candidates scored a perfect 100 during the pilot — and all three were hired. Samir’s ongoing success is a testament to the lasting impact of hiring for cognitive potential.

Rejection That Builds, Not Breaks

Of course not every candidate, like Samir, can be a great fit to a role. And as we know, rejection is tough. But what if it came with meaningful feedback?

The NeurOlympics aren’t just used to select top candidates—they also help explain why others may not be the right fit. In departments where the tool is implemented, Gemeente Rotterdam uses cognitive insights as part of the pre-selection process. When a candidate isn’t advanced, the assessment helps establish clear, objective reasons for that decision.

Rather than vague rejections, candidates receive meaningful cognitive feedback that highlights their strengths and areas for growth. This approach transforms rejection into something constructive—fueling motivation, building trust, and helping candidates feel respected.

As strategic advisor, Jan Willem acknowledges that this approach turns rejection into a roadmap for growth. It builds trust, fuels motivation, and helps candidates feel respected and seen.

A Lot More Return

This process is a worthwhile investment. And the results speak for themselves.

Hiring decisions are smarter. Talent fits better. People stay longer, perform stronger, and thrive. The process also reduces bias and increases fairness, which boosts confidence on all sides.

Hiring as a Life-Changing Moment

For Jan Willem hiring was never just about filling a vacancy—it was a pivotal moment that could shape someone’s future. While the NeurOlympics approach is used in specific teams at Gemeente Rotterdam, Jan Willem’s mindset highlights a broader shift: taking hiring seriously as a chance to match people with roles where they can thrive.

Now they’re building more than a team– they’re building futures.

A Win-Win Approach

This method benefits everyone involved. Candidates are placed in roles where they can truly succeed. The organization gets employees who are engaged, capable, and cognitively aligned with their jobs.

Gemeente Rotterdam proves that a brain's first hiring strategy leads to smarter decisions and stronger teams. This isn't just an innovation in recruitment; it's a win-win revolution built on science, fairness, and a belief in human potential – and it's here to stay.