The uxerhub alternative to Equalture, for product roles
By Sergio Gualda · 5 min read · Updated
Equalture uses short neuroscience-based games to measure cognitive and behavioural signals from how someone plays, with a predictive model built from your own top performers, aimed largely at high-volume and frontline hiring. uxerhub uses twelve written situations to show how someone works in six product roles and whether that fits the team you describe. The two differ in purpose: one is built for hiring many people consistently, the other for hiring one person correctly.
What Equalture does better
Games beat questionnaires decisively on one thing: they observe behaviour instead of asking people to describe themselves. Self-report is the weakest link in most assessment, and removing it is a real advance.
The candidate experience is also better at volume: short, mobile, no preparation, and their site reports completion above 90% with 4.5/5 satisfaction. If you're asking five hundred people to do something, that difference decides whether the funnel is full or empty.
And their model learns from your own hires over time, which is a structurally sound idea. An instrument that closes the loop with retention and performance data will beat one that never finds out whether it was right.
Side by side
Everything in the Equalture column comes from their own public site. Where they don’t publish something, the table says so instead of guessing.
| Equalture | uxerhub | |
|---|---|---|
| What the candidate does | Plays short neuroscience-based games | Answers twelve written situations drawn from the role's everyday work |
| What is measured | Cognitive and behavioural signals, role-agnostic by construction | Domain judgment in six product roles |
| Where the benchmark comes from | A model built from your top performers and similar roles across industries | The capabilities you name for this role, before any candidate sits it. No historical data required. |
| Built for | High-volume and frontline hiring, across 20+ languages | Low-volume, high-cost product hires. English only. |
| Domain knowledge | None required. That's the design, and it's what makes it portable. | Everything. The situations only make sense to someone who has done one of these six jobs. |
Which one you should pick
Choose Equalture if
- You hire in volume and need consistency more than depth.
- You need many languages and high completion rates.
- You have enough hires and enough history to train a model on your own performers.
- You want to reduce bias by removing self-report from the process.
Choose uxerhub if
- You hire a handful of product people a year and each one matters enormously.
- You don't have the hiring history to build a predictive model from, and won't for years.
- You want the instrument to know what a product designer does all day.
- You want a recommendation about one role, not a signal about a person.
Role-agnostic is a feature until it isn't
Games are portable because they don't need to know the job. That's why they scale to twenty languages and hundreds of roles, and it's a good trade for most hiring.
For six product roles it's the wrong trade. What separates a strong product designer from a competent one is whether they question a brief that's wrong, what they cut when the date won't move, and what they refuse to ship. Processing speed and risk tolerance don't capture that. Those are domain judgments, and no game can ask about them without knowing the domain, which is what would stop it being portable.
A model needs history you may not have
Equalture's approach gets stronger the more you hire, because the model learns from your own performers. That's an advantage at scale and a problem below it.
A startup hiring its second product designer has no top performers to model, and won't have a usable sample for years. uxerhub needs no history: you name what the role can't do without, and the report is read against that statement rather than against data you don't have.
Frequently asked
- Are games better than written situations?
- For measuring cognition and behaviour without self-report, yes. For measuring whether someone would push back on a brief that's wrong, no, because a game can't pose that question without becoming a written situation. They measure different things and both are legitimate.
- Does uxerhub need data from my past hires?
- No. You describe the role and name the capabilities it can't do without. That takes a few minutes and requires no hiring history, which matters most for teams making their first or second product hire.