The Talent-First Approach: Matching Cognitive Strengths to the Right Roles

The Talent-First Approach: Matching Cognitive Strengths to the Right Roles

Picture this: you’ve got the job title, the responsibilities, the list of required skills. Someone is hired, and almost immediately, they’re expected to mold themselves to the role. For decades, that’s been the way we work: the role comes first, the person adapts.

But what if we flipped that? What if the starting point wasn’t the role at all, but the talent?

That’s the essence of a talent-first approach. Rather than asking “Who fits this job description?”, it begins with the individual: Their cognitive strengths and potential, and matches them to the roles where they can truly put their abilities to work. From there, roles and environments can be tailored further to support growth, learning, and energy-efficient work. This approach not only enhances personal career fulfillment but also creates a more dynamic and effective workforce.

Why is a talent-first approach a win-win for both employees and organizations?

When people work from their natural strengths, the results are tangible. For the employee, work feels less draining and more engaging. Instead of constantly trying to fit a square peg in a round hole, individuals operate within their “sweet spot,” which leads to a greater sense of purpose and psychological well-being. This can dramatically reduce the risk of burnout and foster a mindset of continuous learning, as they're naturally inclined to improve in areas where they already excel. For a person, their career path becomes less about what they "should" do and more about what they're naturally good at, so that they feel not just capable but fulfilled.

For organizations, the benefits are equally compelling. Employees working from their strengths are not only more productive but also healthier, with lower rates of sick leave and higher levels of engagement. This leads to reduced turnover, which directly impacts the bottom line by lowering recruitment and training costs. Talent-first isn’t just good for people, it’s good business.

How do game-based assessments uncover cognitive insights?

At BrainsFirst, we bring talent-first philosophy to life using game-based assessments. Through our NeurOlympics, individuals complete cognitive games that reveal their brain profile: how they think, adapt, focus, and solve problems.

Unlike traditional tests, these games are designed to measure potential. They provide insight into skills like adaptive learning, problem-solving, and attention to detail, qualities that are difficult to capture on a CV or a standard IQ test. It also offers an alternative to the biases often found in traditional recruitment. Education and past experience are not the only indicators of success. By understanding a person’s cognitive profile, organizations can spot potential in candidates who may lack the conventional qualifications but possess the underlying cognitive strengths for a role.

How does internal mobility help companies retain top talent?

One area where this approach shines is internal mobility. Companies often look outside for talent while overlooking the people they already have. Cognitive insights change that perspective.

Take Atos, for example. During a challenging offshoring process, many jobs were at risk. Instead of letting valuable employees go, Atos used cognitive profiles to redeploy people into roles where their strengths could flourish. Employees stayed engaged, and the company retained knowledge and talent it couldn’t afford to lose. The talent-first approach truly manifests here, as other work opportunities are searched for based on the natural abilities of the individual.

Or consider Gemeente Amsterdam. A kitchen chef dreamed of moving into IT,a transition seemingly impossible on paper due to lack of experience. But through game-based assessments, his cognitive profile revealed he was naturally suited for the analytical and problem-solving demands of the IT position. Today, he works in IT, proving that talent-first approaches can turn aspirations into reality and create career paths that traditional recruitment might miss.

How will the talent-first approach change the future of work?

Stories like these point to a bigger shift. The talent-first approach challenges the old logic that people must twist themselves to fit rigid job descriptions. Instead, it suggests a future where we start with the person, match them to the roles where their cognitive strengths are the best fit, and then shape those roles to help them grow further.

That’s the future we’re working toward at BrainsFirst. Because when talent is truly placed at the center, everybody wins: people, organizations, and, of course, the brain itself.