How EVA works

Understand your people. Decide what comes next.

Understand competencies, examine teams and leaders, plan future demand and compare talent options. Choose the scope your decision needs, then connect agreed steps through automation and approvals.

Book 15 minutes See a sample analysis

From information to a workforce decision.

Start with the EVA capability your question needs, including planning or matching directly.

01
Bring together information
Start with the people, documents and existing records relevant to your question.
02
Compare evidence and perspectives
Examine patterns and gaps while keeping employee, manager and AI-derived inputs distinguishable.
03
Support a workforce decision
Inform deployment, development, recruitment and planning. Add approvals and connected actions where needed.

EVA Competency Mapping

See the capabilities you have and the workforce choices they support.

Build a shared picture of your workforce’s competencies. Compare perspectives and evidence to identify where to deploy expertise, strengthen capability or recruit for the work ahead.

The sources behind your competency map

Combine the sources your scope needs. Keep reported competencies, assessment perspectives and AI inferences clearly labelled.

Employee self-assessments: The competencies and experience people report.
Manager assessments: A manager’s perspective on demonstrated capability.
Conversational evidence: Examples captured through EVA conversations and assessed with AI against your framework.
Document-based inferences: Competencies inferred from CVs, role descriptions, transcripts and other agreed documents.

Choose who runs the work

Managed by EVA: EVA’s forward deployed engineering team runs your agreed project, brings employee and manager perspectives together and interprets the analysis with you.
Self-Service: Your team configures campaigns with EVA SuperBot, invites employees and reviews automatically generated employee-reported competency insights.

EVA conducts participant conversations. EVA SuperBot helps administrators set up campaigns.

Managed project: $16,000 for up to 300 people. Board-ready analysis in less than 10 weeks, guaranteed.

Compare mapping options

Explore the outputs

See what you can get

Choose a Self-Service, Managed or wider mapping example. Illustrative analytics using synthetic data.

Choose the decision you want to explore

Illustrative. Synthetic data.

Competency map, one cohort

Turn employee and manager assessments into clear development priorities.

Proficiency distributions, assessment differences, development priorities and an investment map.

EVA Competency Mapping · Managed

Inputs and scope

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.

Explore the analysis Download methodology

Wider or recurring mapping

Build and maintain a shared competency map across departments, countries and populations. Bring together existing information, conversational evidence and the review process your organisation needs, as a wider project or a recurring programme.

Bring together information and evidence

Employee declarations: Capture the competencies and proficiency people report.
Existing documents and profiles: Extract information from CVs, PDFs and profiles. Infer relevant competencies from roles and responsibilities, then align terminology with your agreed competency framework.
Conversational evidence: EVA conducts participant conversations to capture examples of applied competencies, with AI assessment against the agreed framework.

Keep self-declared competencies, document-based inferences and assessment evidence distinguishable so reviewers can understand the basis of each result.

Agree how competencies are reviewed

Manager or committee review: Include manager assessments or a defined committee review process. Agree the criteria, reviewer responsibilities and how differences are resolved.
Traceable assessments: Retain the supporting evidence and review history, with access configured for employees, managers, HR and other authorised reviewers.

Configure your programme and deployment

Campaign setup and delivery: EVA SuperBot helps administrators configure campaigns. Your team runs Self-Service; EVA’s forward deployed engineering team leads Managed delivery.
Population, frameworks and languages: Cover selected departments, countries and populations. Agree the frameworks and additional languages needed for conversations, the interface and outputs.
Reassessments and refreshed analysis: Set the reassessment schedule and update process to keep the map current and understand changes over time.
Corporate single sign-on: Connect your corporate identity provider and configure the access roles your organisation needs.
Hosting and data residency: Agree the AWS hosting region and any additional deployment or data-residency requirements.

Explore identity, hosting and access controls

Your proposal confirms the information sources, assessment and review process, analytics, update schedule and delivery support included in your programme.

Get a quotation for wider or recurring mapping

Different perspectives, held together

Illustrative capability model

EVA Team & Leadership Analytics

Understand the patterns behind team performance.

EVA Team & Leadership Analytics brings the relevant assessment and survey instruments into one analysis. Examine leadership alignment, team experience, development priorities or time allocation. Commission a specific analysis or agree a recurring programme.

Leadership perspectives.
Compare self, manager and team assessments. Explore alignment gaps, individual debriefs and development actions for the leadership population in scope.
Team experience and development.
Connect competencies and development wishes with engagement or collaboration questions. The boutique sample adds selling styles and product knowledge for a retail context.
Where the working week goes.
Examine time allocation by activity, market, channel and role. Use scenarios to explore how the balance of work could change.
An agreed analytical scope.
Choose the population, instruments, languages and output. Use the findings to focus a calibration discussion, a coaching priority or a team action. Agree any repeat campaign or refresh cadence explicitly.

Questions your evidence can support

Start with the question worth asking.

Use campaign evidence where available. Additional questions, perspectives and analyses are agreed in your scope.

Where should we improve the support people receive?

What to look for: Patterns in reported coaching value and the development needs of the team.
Evidence needed: Agreed coaching questions, team context and sufficient response coverage for a useful group view.
Next discussion: Discuss what support would help and agree a change to test. Group feedback alone does not establish a manager’s effectiveness.

Explore the outputs

See what you can get

Illustrative analytics using synthetic data.

Choose the decision you want to explore

Illustrative. Synthetic data.

360 Leadership Alignment

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

Inputs and scope

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.

Explore the analysis Download methodology

Get a quotation for this capability

How a conversation builds the capability picture

Conversation & profile captureEnglish · Captioned

A conversation that builds a richer profile.

Start with a CV or profile, then capture experience, skills and development interests through a guided conversation.

Read the transcript

On the left, we have the empty profile of Adam, an employee of Alpha Centauri. On the right, Eva AI turns a conversation with him into a comprehensive skills profile. Eva can start with a simple CV or LinkedIn profile. Details about his work history, education, and claimed skills are auto-extracted in the background. But Eva goes further—collecting vital information that your current system might miss: Career aspirations, years of experience, willingness to relocate—all collected seamlessly through natural conversation.

Current capability and future demand

Illustrative capability model

EVA Workforce Planning

Bring future demand into the capability picture.

EVA Workforce Planning compares the capability available with the work ahead. Start from manager forecasts or examine demand derived from business plans, then review development, movement and hiring options with the people accountable for delivery.

Manager forecasts.
Gather the competencies each unit expects to need, the timing, urgency and reasons they may be hard to find. Read those requirements against the current bench.
Plans into demand.
Trace interpreted requirements back to passages in the source plans. Examine demand and supply across business groups, functions and countries.
Coverage and gaps.
Explore geographic and competency coverage, gaps and the effect of missing information. Review the assumptions before choosing an action.
Options for the next discussion.
Compare contractors, internal moves, existing applicants and development options with EVA Talent Matching. Check availability, release and development time against the plan. Agree whether you need a snapshot or a recurring programme.

Explore the outputs

See what you can get

Illustrative analytics using synthetic data.

Illustrative. Synthetic data.

Manager's Future Demand

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

Inputs and scope

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.

Explore the analysis Download methodology

Get a quotation for this capability

Requirements meet relevant evidence

Illustrative capability model

EVA Talent Matching

See who fits the work, and what to do next.

Compare contractors, internal people and existing applicants against the same role, or explore who could develop towards it. EVA Talent Matching turns your request into criteria and weights you can review, with the reasons behind each comparison.

1. Ask your question.
Start from a requisition, ask in ordinary language, choose a saved question or write structured criteria. For example: who could manage our travel-retail accounts in Asia?
2. Review the criteria.
Check what the role requires, what is preferred and how much each preference counts. Keep required conditions separate from weighted preferences, and decide how missing evidence is handled.
3. Compare people.
Open the scorecard to inspect each criterion, its weight and the supporting evidence. See what is met, what is not met and what is not yet evidenced.
4. Explore another strategy.
If nobody meets the requirement, compare another talent pool or examine development options. Review interest, timing and any release or contracting needs before deciding what happens next.

Explore the outputs

See what you can get

Try one role across four strategies. Change the preference weights and inspect each scorecard. Synthetic data.

Illustrative. Synthetic data.

One role, several strategies

Compare contract, redeployment, recruitment and development options for one role.

Four strategy views, adjustable preference weights, ranked comparisons and individual scorecards showing met, not met and not evidenced criteria.

EVA Talent Matching

Inputs and scope

Question: Who could fill the role, why, and what could we do if nobody meets the requirement?

Inputs: Synthetic role requirements, employee, contractor and applicant records, with criterion-level evidence and availability.

An interactive illustration with fictional people and a simplified scoring model. It explains the comparison, rather than connecting to a live EVA workspace. Your criteria, sources, controls and delivery are agreed in scope.

Explore the analysis Download methodology

Recruitment & shortlisting →Questions after a competency campaign →

Get a quotation for this capability

Connected capabilities, with human review

Illustrative capability model

EVA Full Automated & Approvals Platform

Connect workforce capabilities, approvals and workflows across the organisation.

Coordinate workforce requests, reviews and approved actions across the systems you already use. Bring the right evidence to each reviewer, send reminders when a step needs attention, and track the outcome through to completion.

EVA Talent Matching helps identify suitable people and explain their fit. This platform coordinates the reviews, approvals, release and follow-up that turn that comparison into an agreed action.

An example workflow

From a request to a completed assignment.

Agree the stages, reviewers and automated actions around your organisation’s process.

Request
Describe the assignment, attach the terms of reference and identify the people who need to review it.
Review
Route the request to the relevant managers, specialists and budget holders in their own views.
Match and rank
Compare people against agreed criteria. Review match explanations alongside panel scores and comments.
Approve and release
Confirm interest, availability and supervisor release. Record the authorised decision before the assignment proceeds.
Track and evaluate
Track assignment dates and status, send configured reminders and request an evaluation when the work ends.

The capabilities behind the process.

Approvals with named roles
Give managers, specialists, budget holders and committees the views and actions their responsibilities require. Record reviews and approvals against the request.
Scoring with clear reasons
Use weighted criteria, panel scores and comments alongside evidence-based match explanations. Review the reasons behind each comparison before deciding.
Clear status for participants
Give people a clear view of their applications and assignments, while operators follow the review stages and actions relevant to their role.
Reminders and exception handling
Configure reminders, scheduled updates and escalation routes. Bring stalled steps and exceptions to the responsible person for review.
Connections to existing systems
Connect agreed people records, documents and reporting flows. Define which system owns each record and how updates move between them.
Configuration your team can manage
Your administrators can manage agreed workflow rules with guidance from EVA’s forward deployed engineering team. Scope setup, training and ongoing support around your organisation.

In use at the United Nations Development Programme

Workforce processes with published evidence.

2,450+

personnel deployed through UNDP’s roster

2024 roster activity reported by UNDP in December 2024, supporting over 150 UNDP offices.

UNDP’s account in the World Economic Forum

Request to evaluation

A documented deployment process

UNDP’s guidance describes EVA deployment requests, candidate scoring, vetting, status tracking and post-assignment evaluations.

Read UNDP’s deployment guidance

Leadership pipeline

Recognised in UNDP’s published strategy

People for 2030 identifies EVA.ai’s role in matching profiles for leadership positions and supporting mobility.

UNDP People for 2030 strategy, 2025

Bring the workflow you want to improve.

Start directly with the process you need. We agree the capabilities, connections and delivery support around it.

Pricing on request for the agreed platform and delivery scope.

Discuss your workflows Get a platform quotation

Plans and scope

Choose the capabilities your decision needs.

Start with a specific analysis or a wider requirement. We agree the population, inputs, deliverables and any repeat campaigns or connected workflows before quoting. You can discuss planning or matching directly.

Choose how to start and discuss your scope →

In their words

"EVA.ai has been instrumental in revolutionising how the UNDP approaches talent management and operational efficiency for our global workforce of about 23,000 personnel. By enabling a detailed map of expertise and skills across our organisation, EVA.ai has empowered us to identify talent gaps, enable crisis response deployments, assist in rolling out our mobility policy, manage leadership pools, and support various initiatives. Building on this success, the new Internal Talent Marketplace leverages EVA.ai to identify and flag relevant vacancies to personnel automatically."
UNDP People for 2030 team (GPN/BMS/OHR)

Explore all analytics in action →

FAQ

Understand how EVA supports your work.

Getting started: Which competency framework do we use?

For Self-Service, use your competency framework or create one with EVA SuperBot; we confirm compatibility before activation. For Managed, use your framework or agree a first version with EVA for the team and decision in scope. Employee and manager input then share that agreed frame. See scope and pricing

Evidence: How are different sources of competency evidence combined?

The agreed scope can combine employee self-assessments, manager assessments, AI assessment of conversational evidence and competencies inferred from documents you provide. Each source remains identifiable so reviewers can examine agreement, differences and missing information. An AI inference is not independently verified competence. The Self-Service entry offer uses employee assessments; other sources and analyses are agreed for the relevant project or programme. Explore mapping sources and review

Delivery: What do EVA, EVA SuperBot and the delivery team each do?

EVA conducts participant conversations and supports the agreed analyses. EVA SuperBot helps authorised administrators configure campaigns and use workspace capabilities. With Self-Service, your team runs the campaign and reviews the analytics, with the agreed engineering support. With Managed delivery, EVA’s forward deployed engineering team configures and runs the agreed project and interprets the findings with you. Compare delivery options

Security & oversight: Who can see the assessments and analyses?

Your organisation agrees access for the use case. Employees, managers, HR and other authorised reviewers can receive different views of individual assessments or collective analyses. EVA’s forward deployed engineering team configures the agreed roles and permissions. The arrangements are explained before participation. Read about access and human oversight

Evidence: What does a Talent Matching score tell us?

It summarises a comparison against the configured criteria and available evidence. Review the requirements, preference weights and each criterion’s contribution. Missing evidence is different from a requirement that is not met. A strong score does not confirm availability or make a hiring, promotion or deployment decision. Agree sources, review controls and any follow-up or approval workflow in scope. Explore Talent Matching

Security & oversight: Does the platform make the decisions?

EVA routes requests, sends reminders, supports scoring and records the process. Routine updates can run automatically under the rules your organisation agrees. Authorised people review recommendations and make the consequential approval and release decisions, which are recorded against the request. Your configured workflow defines where an action can proceed and where it must wait for a person. Explore approvals and workflows

Analyses: Can we commission a specific analysis?

Yes. Agree the question, population, instruments and output, then we quote the work. Repeat campaigns, refresh cadence and connected workflows are scoped explicitly. See scope and pricing

Analyses: What happens after a Managed Competency Mapping project?

You keep the delivered analysis. You can discuss ongoing use in the same workspace or stop after the engagement.

8 questions to explore

Getting started

Which competency framework do we use?

See scope and pricing

You might also want to know

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Go deeper

Explore the methods behind the offers.

Competencies

Start with the decision you need to make.

Bring the requirement, the people or records in scope and your deadline. We will work through the information, capabilities and next steps it needs.

Click Here to Book a Scoping Meeting with Ben Talk to EVA

Understand your people. Decide what comes next.

From information to a workforce decision.

Bring together information

Compare evidence and perspectives

Support a workforce decision

EVA Competency Mapping

The sources behind your competency map

Choose who runs the work

See what you can get

Competency map, one cohort

Wider or recurring mapping

EVA Team & Leadership Analytics

Leadership perspectives.

Team experience and development.

Where the working week goes.

An agreed analytical scope.

Start with the question worth asking.

Where should we improve the support people receive?

See what you can get

360 Leadership Alignment

EVA Workforce Planning

Manager forecasts.

Plans into demand.

Coverage and gaps.

Options for the next discussion.

See what you can get

Manager's Future Demand

EVA Talent Matching

1. Ask your question.

2. Review the criteria.

3. Compare people.

4. Explore another strategy.

See what you can get

One role, several strategies

EVA Full Automated & Approvals Platform

From a request to a completed assignment.

Request

Review

Match and rank

Approve and release

Track and evaluate

The capabilities behind the process.

Approvals with named roles

Scoring with clear reasons

Clear status for participants

Reminders and exception handling

Connections to existing systems

Configuration your team can manage

Workforce processes with published evidence.

2,450+

Request to evaluation

Leadership pipeline

Bring the workflow you want to improve.

Choose the capabilities your decision needs.

Understand how EVA supports your work.

Which competency framework do we use?

Explore the methods behind the offers.

Skills taxonomy, competency framework and skills matrix: how they fit together →

People analytics: move from a chart to a workforce decision →

Total workforce planning: compare demand with realistic people options →

AI candidate matching: build a shortlist people can review →

HR workflow automation: from a trigger to a completed action →

HR system connectors: keep records reliable across your existing systems →

Start with the decision you need to make.