Stop comparing meaningless CVs. With Aivy, you evaluate candidates based on strengths profiles - captured through short, gamified assessments.
• Better candidate experience
• Reduced time-to-hire
• Higher hiring accuracy
In sed Ultrices Nunc Interdum vel Adipiscing Porta sed Pellentesque Dolil Mattis Elit Odio Scelerisque Ultricies.
Felis tempus pulvinar sed viverra enim netus donec ultrices metus inomerl condimentum ornare commodo Leo in.
Sem iaculis ut turpis eu commodo purus eu convallis leo sed risus egetlm semper risus proin quis Diam Tellus.
Justo non massa consectetur aliquet ipsum et proin in Malesuada enim pharetra bibendum Nunc Neque.
Etiam orci arcu pellentesque eget habitasse purus dictum sagittis utolerl faucibus aenean eget Hendrerit nisi.
Justo non massa consectetur aliquet ipsum et proin in Malesuada enim pharetra bibendum Nunc Neque.
Our assessments are built to high quality standards, developed in accordance with DIN 33430, and continuously evaluated. Aivy delivers robust validity - with a best-in-class candidate experience.
See what other companies achieve with Aivy. Get inspired - and achieve the same.
.webp)
.svg.webp)
.webp)
Our name is an acronym from:
So Aivy stands for the own vocation using artificial intelligence to find.
Aivy is a spin-off of Freie Universität Berlin. Behind Aivy is a team of psychologists and computer scientists. Aivy is therefore independent and has no corporate interests. We see ourselves as innovators and want to enable people to plan their careers based on strengths.
Aivy helps in particular when overcoming “unconscious bias”, which is characterized by subjective perceptions of aspects such as age, gender, or social or ethnic origin of a person. These subconsciously make it difficult to build diverse teams.
Aivy therefore generally does not include such information and instead focuses on individual strengths and abilities. This creates a fair selection process, in which all interested parties get equal opportunities (see UN Sustainable Development Goals).
Aivy is a software solution for mobile devices, so-called game-based assessments, which are based on psychological aptitude diagnostics and thus record diagnostic performance values for personnel selection. This enables users to discover their vocation in an appealing and scientific way, with a focus on what really counts: individual strengths and potential!
One problem with documents such as a curriculum vitae is that they are already Often out of date when sending are. A variety of studies also prove their low predictive power of work success. In addition, previous performance, particularly in a changing world of work, gives No information about skills for the future.
Aivy is preparing for the working world of the future, which is increasingly about your own “Employability” and interdisciplinary working methods will go. Knowing your own skills (as an applicant) and requirements (as a recruiter) is the key to work success and satisfaction and thus ensures more sustainability in HR.
Become a HeRo 🦸 and understand candidate fit - even before the first job interview...
