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Logotypes of the European Union, the European Regional Development Fund - the Smart Growth Program and the National Center for Research and Development

Information on funding

Staffly sp. z o.o. implements a project called: "Conducting R&D work on the technology of temporary work matchmaking based on psychometric and personality factors" as part of the grant in accordance with the project: „303 Innovation Fund”

Project goal: Development of technology that will enable in-depth analysis and profiling of portal users for the purpose of better matching orders in order to increase the efficiency of their work.

Co-financing of the grant project: PLN 800,000 PLN

Project co-financed by the European Union from the European Regional Development Fund and the National Center for Research and Development under the Smart Growth Programme.

Logo Biedronka

See how we’ve cut turnover three times in high-matched candidates



Retail recruitments

How does Staffly, with the help of short, personalized personality and behavioural tests, assist Ladybird in recruiting the best employees in the retail industry?


  • Very high volume of applications per month,

  • Time-consuming candidate selection process,

  • High turnover rate.


  • Standardise the recruitment process nationwide in Poland while maintaining its quality,

  • Shortening the candidate selection process,

  • Reducing staff turnover rate.


  • Three times lower turnover rate of candidates who achieved a high fit in the Staffly test compared to candidates with a low fit.

Solutions used

Staffly personality test

Short, proprietary questions exploring several personality traits most relevant to the client.

Culture-fit test

Based on behavioural questions developed by Biedronka.

Scope of the study


candidates recruited

Duration of recruitment process



Verification of post-period rotation



Project details


Customer name





Between 12.2022 and 2.2023, a Staffly pilot study was conducted in two selected districts of Biedronka, with the aim of, among other things, examining the turnover of employed candidates. Applicants for the position of salesperson-cashier were given a Staffly test to complete, examining their fit for the position.

Hiring decisions were made by shop managers irrespective of the outcome of the test in order to be able to objectively compare the turnover of people at different fit thresholds, rather than focusing only on candidates with a high fit. In the end, 193 people were hired, who were divided into three match groups:


In May (5.2023), the turnover of candidates recruited during the pilot was checked against the three match thresholds (low, medium, high). It turned out that those who achieved a high level of fit in the Staffly test rotated twice as often as those with medium fit and three times as often as those with low fit. Very importantly, those rotating with a high fit were 100% themselves making the decision to leave the company.

On the one hand, focusing on high-matching candidates saves time, which is very important when there are several thousand applicants, and on the other hand, as the data shows, these are the candidates who rotate the least often, which translates into savings when taking into account the turnover cost per employee in the company.

Aula Polska logo
Nomination Aula Poland 2024
EEC Challenge 2023
Finalists EEC Startup Challenge 2023
Innowacyjny Lider logo
Winner Innovative Leader 2023
Orzeł Innowacji logo
Nomination Innovation Eagle 2022