Could Your Browser Make You a Better Employee?

Which internet browser you use may say more about you than simple personal preference. New research suggests that people who use non-default browsers like Chrome or Firefox may actually perform better at work and stay in their jobs longer than those who rely on default options such as Internet Explorer or Safari.

As reported by The Atlantic, recruitment software company Cornerstone OnDemand analyzed data from roughly 50,000 job candidates who completed an online assessment and were subsequently hired. The findings revealed that candidates who used Chrome or Firefox remained in their roles about 15 percent longer than those who used default browsers.

The data came from Cornerstone’s online assessment platform, which is commonly used for customer-service and sales roles across industries. While the research identifies correlation rather than causation, the consistency of the pattern caught analysts’ attention.

Michael Housman, Chief Analytics Officer at Cornerstone OnDemand, cautions against drawing causal conclusions but offers a plausible explanation. Choosing to install and use a non-default browser may reflect a greater degree of initiative and intentional decision-making.

“I think that the fact that you took the time to install Firefox on your computer shows us something about you,” Housman told Freakonomics Radio. “It shows that you’re someone who is an informed consumer. You’ve made an active choice to do something that wasn’t default.”

The timing of this insight is notable, given the shifting browser landscape. Firefox has lost significant market share over the past decade, while Chrome has grown rapidly. Internet Explorer, long dominant in corporate environments, has been steadily phased out by Microsoft in favor of newer alternatives.

Still, Cornerstone emphasizes that browser choice itself should not be used as a hiring criterion. Instead, it serves as an example of how subtle behavioral signals can emerge from large datasets—signals that must be interpreted carefully to avoid reinforcing new forms of bias.

Ultimately, this research underscores a broader theme in people analytics: small, seemingly inconsequential choices can sometimes act as proxies for deeper traits, such as proactivity and engagement—but only when viewed as part of a larger, evidence-based picture.