Pymetrics is utilized as a way for companies to assess prospective candidates' personalities and capabilities through neuroscience-based gamified tests.
The assesed soft skills garnered through the test is a crucial element of consideration which interviewers typicaly aimed to evaluate during the case interviews, as such the result themselves would be very important as an indicator for the firm .
The only question here is until what extent Pymetrics results has proven to be accurate.
Hence, the importance of cross-checking such findings with direct observations.
Based on my experience, looking at the equivalent PST from McKinsey and SHL tests from other firms, there is actually a vast room for discretion on the preliminary tests results.
It is used in combination with a prospective candidate's CV, which usually weighted much heavier than the online test.
Additionaly, Pymetrics results indicates one's soft skills capabilities such as the ability to concentrate, multi-task, or resolve conflict. There is no one preferred model throughout all the assesed elements as each people would have a unique set of combinations.
My advice here is to approach the test with a clear mind, aiming to do your best, without trying to mold yourself to a 'perfect consultant', as technically there is none. The firm requires different sets of skills to complement each other.
Hope it helps.