Harver

Proud to see Harver on this list alongside some great companies. Congrats to all the 2026 finalists. See you in London in September. #TIARAAwards 

Most hiring decisions still start with a resume. So let's test that. The role: Marketing Specialist for a growing professional services firm. You need someone who can own campaign execution, work with agency partners, and use AI tools to improve productivity and marketing performance. The work is hands on. The expectations are commercial. Here's the candidate. Would you hire Tom Thumb? Yes or no, and why. #TalentAcquisition #WouldyouHireThisPerson

Experienced SME with no AI skills, or a junior hire who's genuinely excellent with AI tools... Who would you hire? Thanks you Ben Eubanks for facilitating a fantastic conversation. We're running one final roundtable on July 23rd, and the conversation is picking up where this one left off. Register here: https://lnkd.in/eudybjgs

Cut your entry-level program to reduce costs, and you’ve just made a leadership pipeline decision. The full cost of that decision won’t show up for three years. That's the argument in this recent Harvard Business Review article and the logic is hard to argue with: eliminate entry-level roles, and you shrink the pool feeding your mid-level managers. Shrink that, and your director and VP pipeline follows. What looks like a staffing efficiency decision is actually a leadership supply decision. The leaders navigating this well aren't cutting blindly. They understand which skills they're losing, what they still need to hire for, and whether the people coming in can actually do what the role now requires. Worth a read: https://hubs.li/Q04p-4Kw0

🎉  We’re a finalist for the Talent Tech Innovation Award at this year’s TIARA Awards Europe. AI PREVAIL is something we're genuinely proud of. Helping organizations understand whether their current employees and the people they're hiring can actually work alongside AI. Just as important, it gives every candidate a fair shot at demonstrating that capability. Right now, that feels like exactly the right problem to be solving. This one's for the team that built it. Grateful for the recognition, and congrats to the other finalists. #TIARAAwards #AIReadiness

We shared a resume for a BDR role. It looked strong: specific numbers, the right tools, consistent performance. Many of you said you'd hire this person, and a lot of you changed your minds. Here's the problem. AI makes it easy to present the strongest possible version of your experience on paper. For a BDR role where every outreach tool is AI-augmented, a polished resume tells you very little about how someone will actually perform. Here’s the solution. AI PREVAIL measures AI readiness directly, before you make the offer. Pair it with a situational judgment test and you are no longer hiring on presentation. You are hiring demonstrated capability.  What does your current process actually measure?  Learn more about AI PREVAIL: https://hubs.li/Q04mgY2b0 #HiringScience #AIReadiness #WouldYouHireThisPerson 

Can you confidently say who on your team is ready to work with AI?    On July 9 at 11am ET, we are running a customer webinar: From Assessment to Action: Operationalizing AI PREVAIL in Your Organization.    In 60 minutes, you will see:  - What AI readiness actually measures, and why technical tests miss most of it.  - Three use cases: workforce benchmarking, pre-hire selection, and upskilling.  - A full product walkthrough: from assessment to results dashboard to real workforce decisions.    You already use Harver to understand readiness for the job. Now see how to measure readiness for AI, across the people you are hiring and the workforce you already have.    Register here: https://hubs.li/Q04lH0Cb0   #AIPREVAIL #WorkforceReadiness #PeopleScience

Last week we shared Luke Skywalker's resume for a BDR role. Solid experience on paper. A track record that would clear most shortlists. We then ran him through AI PREVAIL, Harver's AI readiness assessment. Here's what his results showed: Luke is confident and outgoing. He puts effort into every task and handles multiple things at once. But he may struggle to bounce back from difficult interpersonal interactions. He shows little interest in learning new things, preferring to rely on what he already knows. And his scores on judgement, adaptability, and AI tool proficiency were poor. For a BDR role that requires daily rejection, fast AI adoption, and the ability to adapt outreach in real time, those aren't minor gaps. His fit to the job: 34%. Knowing this now, does your answer change? #WouldYouHireThisPerson

As hiring processes become faster, more structured, and more data-driven, leaders need a stronger way to prove that selection decisions are fair, job-relevant, and connected to business outcomes. Our latest article examines how validated assessments help organizations strengthen consistency, improve quality of hire, and build hiring systems that can hold up under scrutiny. Read it here: https://bit.ly/4egkhfQ

We're starting a new series: Would you hire this person? Each week we'll share a job role scenario and a resume. You tell us in the comments whether you'd hire this person, and why. Ready for the first one? The role: You're hiring a Business Development Representative for a mid-market B2B SaaS company. You need someone who can use AI to improve personalization and efficiency, run high-volume outreach, handle consistent rejection, and build pipeline without heavy management. The team is growing fast and this person will be one of five BDRs reporting to a frontline manager  Would you hire this person? Yes or no, and why. #TalentAcquisition #WouldYouHireThisPerson