Choose what you want to achieve, or describe your own need. Then send it to EVA.
EVA and your forward deployed engineer help you achieve your decisions faster
By global enterprises and the United Nations.
Adapt EVA to your workforce and context.
Build on the tools you already use.
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Managed delivery. One cohort. One focused project.
Up to 300 people. $16,000.
A board-ready analysis in less than 10 weeks, guaranteed.
One competency framework and one language. Employee and manager assessments included. Fixed price.
The Managed engagement brings employee and manager assessments together to give you:
Managed engagement sample
Turn employee and manager assessments into clear development priorities.
This Managed example uses a synthetic cohort across several markets. Your included population, language and analyses are agreed in the project scope; later reassessment is a separate option. This interpreted readout does not define the automated outputs included in Self-Service.
Explore how EVA works
A one-cohort mapping project is one way to start. You can also begin with the outcome your organisation needs to achieve.
Across departments, countries and populations.
Map capability across selected departments, countries or populations. Agree the frameworks, languages and analyses you need, for a one-off project or a recurring programme.
See how Competency Mapping worksExplore a relevant analysisStart with a useful answer. Expand when there is a reason to.
Experience, security and responsible AI
Experience across luxury, telecommunications, healthcare, business process outsourcing, recruitment and leading job boards, including confidential engagements delivered under NDA.
EVA is live in 120+ countries within organisations such as 
and the 
Perspectives
Select a speaker to read their full testimonial.
“EVA.ai has been instrumental in revolutionizing how the UNDP approaches talent management and operational efficiency. By providing a sophisticated mapping of our capabilities, EVA.ai has empowered us to align our extensive expertise with the urgent needs we face in the field. This technology has been a game-changer, enabling us to address a myriad of requests for technical support and to advance the UNDP Sustainable Development Goals across our network of 120 country offices.”
The platform in practice
Explore how UNDP uses EVA across expertise mapping, internal opportunities, workforce decisions and expert deployments.
GPN / ExpRes · Crisis response
UNDP’s deployment platform uses EVA to match personnel to needs on the ground, considering expertise, availability, location, languages and experience. Teams can identify relevant experts and confirm their interest and availability.
Explore the related EVA products
Participation through UNDP programmes
Users from the organisations below access EVA through UNDP’s Talent Marketplace and GPN/ExpRes programmes.
Published perspectives
UNDP perspectiveUNDP’s Devanand Ramiah describes how EVA.ai matches skilled personnel to crisis-response needs.
Founder interviewTALiNT International interviews Ben Kaminsky, Founder & CEO of EVA.ai, about conversational AI and the candidate experience.
Certification
Attestation report
Data protection by design
Independent penetration testing
Compliance monitoring
Choose your AWS hosting region, subject to service availability.
OpenAI
AnthropicAI processing secured within Amazon Bedrock.
Container infrastructure
Read our precise assurance statements, how EVA uses AI, how data is handled and where human accountability sits.
Customer recognition
Talent Assessment
Other AI Agents
Recruiting Automation
Applicant Tracking Systems
Choose the decision you need to support. We agree the inputs, analysis and delivery with you, as a specific project or a recurring programme.
Explore reported competencies, written evidence and readiness from one employee assessment campaign.
Participation, hard and soft competency levels, group comparisons, written evidence, two-person comparisons, readiness views and aggregate CSV export.
EVA Competency Mapping · Self-Service
Question: What competencies do people report, how well are their answers evidenced, and where should we follow up?
Inputs: Configured competency frameworks, an invitation list and employee assessment conversations, with optional department, role, performance and behavioural-preference inputs.
An illustrative synthetic campaign with two frameworks. Your included frameworks, views and closing questions are confirmed before activation. Levels are employee-reported; evidence scores describe written answers, not independently verified competence. Group differences use the campaign mean, not a target standard. Manager assessments and an interpreted Managed analysis are separate.
Turn employee and manager assessments into clear development priorities.
Proficiency distributions, assessment differences, development priorities and an investment map.
EVA Competency Mapping · Managed
Question: Where should this team's development effort go?
Inputs: An agreed competency framework, employee assessments and manager assessments.
This Managed example uses a synthetic cohort across several markets. Your included population, language and analyses are agreed in the project scope; later reassessment is a separate option. This interpreted readout does not define the automated outputs included in Self-Service.
Find where the organisation's expertise sits and where to investigate internal options.
A geographic competency atlas, deep and thin coverage, filters and linked profile views.
EVA Competency Mapping · Managed
Question: Where is capability concentrated, and which locations need a closer look?
Inputs: An agreed taxonomy, locations, competency profiles and manager-assessment coverage.
A broader Managed mapping scope and an input to planning, outside the Self-Service subscription. Capability location does not establish current availability, release or future demand.
See where the team's week goes and what could give people more customer time.
Time decomposition, group comparisons, coaching themes and modelled opportunity scenarios.
EVA Team & Leadership Analytics
Question: Which work changes should we test to improve how the team spends its time?
Inputs: Time-allocation responses and the agreed market, channel or role context.
Opportunity scenarios are estimates to test, not measured gains. A repeat measurement is included only when commissioned.
Connect commercial time, coaching benefit and development spend before allocating budget.
Group comparisons, hours-to-value scenarios and market-level development funding priorities.
EVA Team & Leadership Analytics
Question: Where should we protect, redirect or investigate development funding?
Inputs: Time-allocation and coaching responses, development spend per head and Finance-supplied cost assumptions.
Commercial time and development funding, illustrated with synthetic data. Released capacity and euro values are modelled scenarios, not realised savings or guaranteed returns.
Bring self, manager and team perspectives into one leadership and succession review.
Three-view comparisons, development themes, successor readiness and individual debrief views.
EVA Team & Leadership Analytics
Question: Where do leadership perspectives differ, and what needs a calibration discussion?
Inputs: Self, line-manager and team assessments, with manager-provided performance and potential inputs where agreed.
Instruments, respondent groups, confidentiality, calibration and debrief support are scoped for the project.
See which boutiques need support, what is getting in the way and where training should focus.
Boutique comparisons, training priorities, collaboration themes and advisor views.
EVA Team & Leadership Analytics
Question: Which retail teams need support, and what should that support address?
Inputs: The agreed mix of engagement, boutique/HQ collaboration, competency, selling-style and product-knowledge responses.
A retail-specific example with five instruments. The instruments and population included in your analysis are agreed explicitly.
Bring managers' future competency needs, timing and vacancy forecasts into one view.
Demand, urgency and scarcity analysis, forecast vacancies and development, movement or hiring options.
EVA Workforce Planning
Question: What capability will we need, when, and where might it be hard to find?
Inputs: Manager forecasts and assumptions, with current capability data for bench comparisons.
A manager-led forecast. Timing, population, current-capability inputs and any repeat cycle are agreed separately.
These fictional examples show analyses EVA can deliver. Interactive views use prepared data snapshots; the inputs, outputs and any recurring delivery are agreed for your engagement.
Headcount and job titles are part of the picture. EVA adds structured conversations and manager perspectives, so you can examine capability against the work that needs doing. Use the systems you already have; add the information the decision requires.
8 questions to explore
Proficiency distributions, assessment differences, development priorities and an investment map. The included population, language and analyses are agreed in your Managed project scope. Self-Service includes only the analytics views confirmed before activation, generated from campaign data; this Managed analysis does not define its included outputs.
You might also want to know
Tell us the team, the question and your deadline. We will work through whether EVA Competency Mapping or another scope is the right starting point.
UN entities: LTA and mutual-recognition terms on request.
