The programme focuses on young people with 0–3 years of experience, helping them upskill and gain visibility with top employers. Finalists are invited to take part in live training that includes workshops, career coaching, and practical tools—from using AI in job applications to building long-term career plans. Once they receive the ReGeneration seal of approval, candidates are introduced to some of Greece’s leading employers.
Since 2018, ReGeneration has partnered with Arctic Shores to assess over 50,000 candidates — supporting its mission to give every applicant, regardless of background, a fairer shot at success. With a 93% positive candidate experience rating and a 90% job placement rate, it’s clear the model is working.
“At ReGeneration, we believe in unlocking potential through real data and human insight. Our collaboration with Arctic Shores brings science and fairness into talent discovery—helping us support young professionals in landing roles that match both their strengths and their aspirations,” — Maria Moragianis, General Manager, ReGeneration
The challenge: High volume, high stakes, and high unemployment
Early careers hiring is tough at the best of times. Hiring teams have to sift huge volumes, accurately assess candidates with little or no experience, and now deal with increasing AI interference throughout the process.
But in Greece, the challenge is especially pronounced. In Q4 2024, the unemployment rate for 15-24 year olds in Greece was 21.6%, while in the UK it was 14.7%. Making ReGeneration’s mission to connect early talent with opportunity more important than ever.
The problem? In 2015, long before AI burst onto the scene, the programme was receiving thousands of applications and only had a traditional question-based aptitude test to support decision-making.
This ignored all of the personality traits that can lead to success in work (resilience, attention to detail, and more), giving ReGeneration a limited view of their candidates’ potential to succeed.
Added to this, traditional question-based aptitude tests have been shown to disproportionately disadvantage underrepresented groups, while raising test anxiety in all demographics (Hausdorf, LeBlanc, Chawla, 2003).
As the number of applicants grew into the tens of thousands, ReGeneration needed a better way to sift fairly, accurately, and efficiently — without losing sight of the human at the centre of every application.
The goal: Spot real potential fairly, accurately and at scale
ReGeneration’s ambition wasn’t just to manage application volumes more effectively. It was to offer young people across Greece a process that was as inclusive as it was rigorous.
To do this, the team knew they had to replace their traditional aptitude tests.
Instead, they needed to:
- Identify high-potential candidates from all backgrounds, not just those who present well on paper
- Create a selection process that felt supportive and empowering for applicants
- Give employers greater confidence in the talent pool ReGeneration produced
To do that, they needed a partner who could help them assess what really matters: not just what candidates know, but how they think, behave, and grow.
The solution: Task-based assessment designed for fairness and fit
To bring that ambition to life, ReGeneration partnered with Arctic Shores to overhaul their selection process—replacing one-dimensional aptitude testing with a more holistic, behaviour-based approach.
Arctic Shores conducted a comprehensive job analysis, mapping ReGeneration’s competency framework against key behavioural traits known to predict potential. These included:
- Interpersonal skills
- Thinking style, including problem-solving
- Self-management traits like motivation and resilience
With these traits identified, Arctic Shores designed a tailored task-based assessment that could:
- Provide a more complete view of each candidate’s potential
- Surface the Skill-enablers needed across ReGeneration’s three programme streams: Business, Social, and Technical
- Support a more inclusive, anxiety-reducing experience for applicants
The result was a solution that helped ReGeneration make smarter, fairer decisions — without slowing the process down.
“We’ve partnered with ReGeneration to attract top graduate talent for a wide range of roles across PwC Greece. Their support has been key in identifying high-quality entry-level candidates, consistently delivered with speed, precision, and professionalism. Through engaging, gamified assessment tools (Artic Shores), they’ve helped us efficiently shortlist candidates with strong skillsets and potential. This collaboration plays a vital role in bridging the gap between Gen Z and the modern workplace.” — Katerina Kampa, Head of Talent, PwC Greece
The results: Higher quality, stronger confidence, and a fairer experience
Since introducing Arctic Shores’ assessment, ReGeneration has achieved:
- Over 50,000 early careers candidates assessed
- An estimated 189 hours saved in CV screening and telephone interviews in just 12 months
- A 93% positive candidate experience rating
- 86% of candidates said the process reflected positively on ReGeneration’s brand
"The Arctic Shores assessment was a unique and challenging experience. It really made me think in new ways and tested skills that aren’t usually measured in traditional assessments. It was a different and meaningful way to show my abilities." — Alexandros Thoma, ReGeneration Finalist 2025
This shift has had a tangible impact. The programme has helped hundreds of young people kick-start their careers, many of whom come from underrepresented or unconventional backgrounds. With more behavioural insight available earlier in the process, ReGeneration can confidently recommend high-potential candidates who may otherwise have been overlooked.
That success hasn’t gone unnoticed. ReGeneration was awarded Gold for ‘Most Innovative Use of Technology in HR’ at Greece’s HR Awards, further validating its approach.
Today, the programme continues to serve as a vital bridge between early talent and the employers who need them most. And with Arctic Shores at the front of the process, that bridge is fairer, faster, and more predictive than ever.
Key takeaway
ReGeneration’s mission is bigger than filling roles. It’s about reshaping what opportunity looks like for young people in Greece, making sure potential is seen, not assumed.
By partnering with Arctic Shores, they’ve built a process that can fairly assess tens of thousands of candidates, reduce bias, and open doors for those who might otherwise be overlooked.
It’s a model that shows what’s possible when you combine behavioural science with a bold social purpose — and a blueprint for early careers teams everywhere looking to do the same.
“Working with Arctic Shores has been an incredible experience! Their assessment not only provides us with high-quality, meaningful results, but it also turns the evaluation process into something truly enjoyable for our candidates. What I appreciate most is their proactive approach — always bringing fresh ideas and new solutions to the table. It’s a partnership that keeps evolving and adding real value to our mission.” — Anastasia Stamati, Candidate & Community Engagement Manager
