Once the taxonomy is complete, Harver helps organizations operationalize it through targeted, science-backed assessments. These assessments measure skills, behaviors, and learning agility directly using objective, validated methods such as behavioral and cognitive assessments, situational judgment tests, and realistic job previews.
Each process is tailored to the organization’s unique roles and regulatory context, ensuring that every signal collected is job-related, reliable, and fair. In some cases, this involves combining multiple assessments to capture proficiency levels across dimensions; in others, we pair assessments with interviews or work samples to build a holistic, data-driven picture of fit.
Our focus isn’t just on what to measure, but how those measures connect to performance. We work closely with clients to evaluate their outcome data—performance ratings, attrition patterns, engagement metrics—and refine their models over time. Even when an organization’s data isn’t yet perfect, we help strengthen it through structured monitoring, feedback loops, and continuous validation.
This iterative approach transforms hiring from a one-time event into a learning system—one that becomes more predictive, more equitable, and more ROI-driven with every hire.
Learn more about data-driven hiring.
