Common questions

“If you don't know where you want to go, you shouldn't be surprised if you end up somewhere else.” (Mark Twain)

This applies in particular to human resources and recruiting! You can only consider them in the selection process if you know which qualities and competencies ideal applicants should have. Requirement profiles are therefore one of the most important tools for personnel selection.

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“If you don't know where you want to go, you shouldn't be surprised when you arrive somewhere else.” (Mark Twain)

This applies in particular to HR and Recruiting! Only if companies know which qualities and competencies ideal applicants should bring with them can they be identified as part of the selection process. This makes requirement profiles one of the most important tools for personnel selection.

Our name is an acronym from:

• Artificial Intelligence “AI” (German artificial intelligence)
• Vocation “v” (German vocation) and
• You “y” (German: you/you)

So Aivy stands for the own vocation using artificial intelligence to find.

The minimum term is 1 year as standard. Our price packages are designed for this.
You can also save money through longer contract periods (2-3 years).

We offer various payment methods. These include credit card, SEPA direct debit, Giropay and instant bank transfer. Payment on account is possible annually in advance.

The credits are valid for the entire duration of the contract and reflect your maximum limit of people in the talent store who can be managed at the same time.

It represents the number of people you manage as a talent at the same time as Aivy. You can think of it like your smartphone's photo storage. If you delete talents (e.g. after completing the application process for a position), storage space and thus credits will be freed up again for new tests. So you have a “test flat rate.”

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Each mini-game lasts 2-3 minutes. Implementation is flexible and therefore does not have to be carried out in one go. This gives candidates maximum flexibility. Companies flexibly determine the duration based on the test methods used. In most cases, this is between 5-15 minutes.

For you as a company, the effort is minimal. Aivy® Attract is easy to integrate via a link or a single line of code. For optimal adjustment, we recommend recording the requirements for each perspective so that individual aspects can be taken into account. However, it is also possible to get started quickly without effort, according to your individual needs.

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With Aivy® Reach, you can reach candidates you wouldn't find otherwise, as many applicants only have a very limited thematic search radius, particularly because they are often unaware of their own strengths.

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Create a new order in seconds and invite suitable experts directly via link or email. After a brief explanation, it only takes 10 minutes to complete the online questionnaire. You can see the status in real time and, after at least three analyses, calculate the requirement profile and then conveniently export it as a PDF.

Each mini-game lasts 2-3 minutes. Implementation is flexible and therefore does not have to be carried out in one go. This offers candidates maximum flexibility. Depending on the methods used, you can set the duration flexibly. In most cases, this is between 5 and 15 minutes.

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Companies can create a new job in just a few seconds and invite suitable experts directly via link or email. After a brief explanation, it only takes 10 minutes to answer the online questionnaire. HR managers can see the status in real time and, after at least three analyses, have the requirement profile calculated and then conveniently export it as a PDF.

Apart from the pseudonym, no data is transmitted to us. For us, evaluations cannot be attributed to any person even retrospectively. The evaluations are used in aggregate form to enable evaluations and optimizations of forecasts. The pseudonym itself is deleted as soon as it is no longer needed for the original purposes.

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).

The number of “active job advertisements” indicates how many job advertisements or different requirement profiles can be placed simultaneously via Aivy — not how many may be used in total per year. Example: In the Advanced package, up to 10 job advertisements can be active at any time.

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The addressing is based on a defined minimum qualification for the position (e.g. > 70%). In addition, you can set local restrictions and define a specific level of experience (junior, advanced, senior).

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You will receive pre-qualified, suitable and interested candidates, either directly via your job ad or via their contact form.

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Almost nothing! All we need is your logo, a destination URL, and optional targeting requests. We'll take care of the rest.

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One problem with documents such as resumes is that they are often out of date by the time they are sent. Various studies also prove their low significance with regard to professional success. In addition, previous achievements, particularly in a changing world of work, provide no information about future competencies.

Aivy is preparing for the working world of the future, which is increasingly about one's own “employability” and interdisciplinary working methods will become more important. Knowing one's own abilities (as an applicant) and requirements (as a HR manager) is the key to professional success and satisfaction and thus ensures greater sustainability in human resources.

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One problem with documents such as resumes is that they are often out of date by the time they are sent. Various studies also prove their low significance with regard to professional success. In addition, previous achievements, particularly in a changing world of work, do not provide any information about future competencies.

Aivy is preparing for the working world of the future, which is increasingly about one's own “employability” and interdisciplinary working methods will become more important. Knowing one's own abilities (as an applicant) and requirements (as a HR manager) is the key to professional success and satisfaction and thus ensures greater sustainability in human resources.

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You decide that alone. These may include specialists or managers in their future position, but also colleagues or even the works council.

Das können Fach- oder auch Führungsverantwortliche der künftigen Stelle sein, genauso wie Kolleg:innen oder sogar der Betriebsrat.

Aivy only knows the pseudonym (i.e. the random identifier), which does not allow us to identify the person behind it. We report the results back to customers using the pseudonym. Only they can make an assignment, as they know applicant information and pseudonym (via the BMS/ATS system).

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!

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Ja, kostenlos und unkompliziert für 14 Tage oder im Rahmen eines von uns begleiteten 100 Tage-Piloten (Kosten: 3.000 €/Monat), der flexibel verlängert werden kann. Es gibt dabei keinerlei Einschränkungen in Bezug auf den Funktionsumfang. So habt ihr alle Möglichkeiten!

Aivy calculates services on a campaign-based basis. You therefore set an appropriate budget, for which you guarantee speeches and pre-qualified candidates. Without any manual effort!

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Aivy has been implemented from the ground up in accordance with the GDPR and the BDSG and has appointed an external data protection officer.

Registration to use Aivy is not necessary at any time, but it is voluntary. This allows applicants to access their results later on. For this purpose, the corresponding users conclude a separate agreement with Aivy during the process.

Aivy provides services to companies and applicants as an independent person. There is no order processing, as applicants can continue to use Aivy even after completing the original application process (particularly with regard to their own strength profile).

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Data processing and storage is carried out within the European legal area on ISO 27001 certified servers in Frankfurt am Main. Aivy undergoes regular reviews by an independent cybersecurity auditor to ensure compliance with the highest data protection and data security standards.

All user data that is stored is fully encrypted while at rest.

All communication uses TLS1.2/TLS (HTTPS).

There is separation by authorization tokens both at the API level and at the end user interface level. This ensures that no external data can be viewed at all times.

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.