Harver

Pandora's best-performing store associates weren't coming from retail. They were coming from restaurants and the NHS. 🤔 That single data point reshaped how Pandora hires and helped unlock $35M in added sales value. Here's what they did: https://hubs.ly/Q04t4mw90

Last week we shared Tom Thumb's resume for a Marketing Specialist role. Relevant experience, the right tools, a marketing degree, and a career path that made sense. When AI tools handle content creation, campaign scheduling, and performance reporting, execution becomes table stakes. What matters now is whether someone can exercise judgment, adapt to new technology, and connect activity to results. Tom's resume passed every filter most teams use. The organizations closing that gap are measuring what the resume cannot show. AI PREVAIL measures AI readiness directly, before you make the offer. Pair it with a role-relevant assessment and you're no longer hiring on credentials alone. You're hiring demonstrated capability. What signal are you hiring on? Learn more about AI PREVAIL: https://hubs.li/Q04sQBX00 #HiringScience #WouldYouHireThisPerson #AIReadiness 

We recently shared Tom Thumb's resume for a Marketing Specialist role. On paper, Tom looked like a solid candidate. Relevant experience. A marketing degree. Familiar tools. The kind of profile that clears most shortlists. We then ran Tom through AI PREVAIL, Harver's AI readiness assessment. Here's what the results showed: Tom is dependable when following established processes and completing assigned tasks. But he scored low for independent judgment and ownership. He also placed in the bottom 40% for AI adaptability, suggesting he may struggle to adjust as technology and ways of working evolve. For a role that requires problem-solving, learning new tools, and turning marketing activity into meaningful action, those aren't small gaps. His fit to the job: 31%. Knowing this now, would you still hire them? #WouldYouHireThisPerson

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