- Analyses: What does a Managed Competency Mapping project deliver?
- 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.
- 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
- Getting started: Where should we start?
- Start with the workforce decision you need to make. You can begin with Competency Mapping, Team & Leadership Analytics, Workforce Planning, Talent Matching or the Full Automated & Approvals Platform. Mapping is one starting point; planning, recruitment or another requirement can be discussed directly. See scope and pricing
- 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
- Getting started: Do we need an HR systems integration first?
- A Managed Competency Mapping project can start from agreed source files rather than a live integration. Your organisation's data, security and employee-representation requirements still apply. We agree those during scoping. For Self-Service, we confirm the supported framework and participant-data inputs before activation. See scope and pricing
- Security & oversight: Does the AI make employment decisions?
- Competency Mapping is scoped as a capability diagnostic, not an automated appraisal or pay decision. EVA provides information and recommendations for review. Any wider use for hiring, mobility or succession needs its own agreed purpose, access controls and human decision process. Read our AI transparency statement
- Security & oversight: Can our employee representatives review the approach?
- Yes. We can explain the information requested and how it is used: employee reports in Self-Service, or employee and manager input in Managed. Required consultation or approval is part of preparing the assessment, not something the software bypasses. Read our AI transparency statement
- 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.
- 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
- Getting started: Which workforce decisions can EVA help us with?
- EVA helps you understand competencies, compare teams and leadership perspectives, plan future workforce needs, and review people for roles or assignments. Use those insights to inform deployment, development, recruitment and operating decisions. Where needed, connect the agreed next steps through approvals and automation. Explore how EVA works
- 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
- 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
- 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
- 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
- Payment and terms: How do we start, and when do we pay?
- Request Self-Service access or discuss a Managed project. Self-Service is billed annually for one contracting entity. We confirm framework compatibility, analytics, support, activation timing, renewal, cancellation and data access before payment. EVA activates your Self-Service access. For Managed, we agree the project scope and delivery terms first. Payment is by card or invoice. Your workspace is opened on payment, by EVA’s forward deployed engineering team.
- Choosing your mapping: How many assessments do we get, and when?
- Self-Service is a 12-month subscription for up to 250 people. It includes 2 assessment rounds in that year: establish a baseline, then reassess your covered population on dates you choose, one campaign at a time. A person counts once in the population, including when they resume or repeat an assessment. Managed is a one-off project for up to 300 people, with one assessment round and one interpreted analysis; it is not an annual subscription. For later Managed reassessments, larger populations or a different schedule, request a programme quotation. No overage charges are added automatically.
- Choosing your mapping: Which analytics are included?
- Self-Service provides automated employee-reported competency insights; we confirm the included views and exports before activation. Missing responses remain missing, and gap comparisons require configured target levels. Managed adds manager perspectives and EVA’s interpretation. Select the illustrative analytics you want to discuss in your quotation. The samples use synthetic data; selection does not add them to either entry offer. Your agreed scope defines the included people, frameworks, languages and analyses. For wider mapping, you can also request AI assessment of conversational evidence and competency inference from agreed documents. These sources can be compared with employee and manager assessments; AI inferences are labelled separately and are not independently verified competence.
- Delivery and support: What does the Managed delivery guarantee cover?
- The guarantee is a board-ready analysis in less than 10 weeks for the agreed Managed project. Your Managed project proposal will confirm the project start date, delivery dependencies, the guarantee remedy and the qualifying date for the 90-day licence credit before you commit. Additional populations, frameworks, languages, reassessments and connected workflows need their own agreed scope.
- Credits and expansion: Can our mapping fees count towards other EVA modules?
- Yes. Both options qualify for credit towards the Year-1 annual licence for other EVA modules you buy. 100% of the Managed EVA Competency Mapping project fee is credited against your Year-1 annual licence if you upgrade within 90 days of the analysis. The Managed credit equals the project fee actually paid, in the contract currency. Self-Service subscription fees also qualify for Year-1 annual licence credit, with the amount and terms confirmed in your proposal. Your proposal identifies the qualifying modules and credit. It applies to the licence, not separately scoped implementation, services or another standalone project.
- Credits and expansion: What discount do Self-Service subscribers get on Managed?
- An active annual Self-Service subscription gives you a fixed credit worth three months of subscription fees when you buy a Managed project. It is available immediately, even in your first month. We deduct it from the Managed project invoice. We agree the new cohort, manager participation and delivery scope before the Managed project begins.
- Credits and expansion: How are wider or recurring programmes scoped?
- Tell us how many people you want to cover, whether you need manager perspectives, who will run the work and when you want assessments. A one-off analysis, two rounds over 12 months and one round each year over two years are different scopes. For an annual Managed mapping programme: Agree a full reassessment each year and any team refreshes you need. The programme scope sets the employee and manager assessments, analytics, support from EVA’s forward deployed engineering team, and the number and timing of refreshes. Matching and connected workflows are scoped additions. You pay for the people you cover, not for loading data and not for viewers. Your quotation confirms the included rounds, refreshes, support and contract dates. It separates any annual licence from one-time activation, configuration and integrations. Wider projects are not priced by multiplying the entry project fee. You can also start directly with another EVA module. Explore wider or recurring mapping
- Payment and terms: Which currency applies?
- The currency selector updates both options. You sign in the currency of your contracting entity: GBP for the UK, EUR for the EU, USD elsewhere. Other currencies available on request, quoted from the USD list at the invoice-day rate.
- Delivery and support: What does our team do, and what does EVA handle?
- With Managed, your team agrees the cohort and framework, provides the required information and coordinates internal participation. Employees complete their assessments and managers add their perspectives. EVA’s forward deployed engineering team configures and runs the project, produces the analysis and discusses the findings with you. With Self-Service, your team sets up and runs campaigns with EVA SuperBot and interprets the analytics. Your annual subscription includes 8 hours of FDE assistance with setup and campaign questions; additional specialist work is scoped and quoted before it starts. We confirm the support arrangements and expected participant effort before payment.
- Delivery and support: What happens to our people’s data?
- Your organisation agrees the purpose, permitted uses, access rules and retention for the assessment. EVA processes the data under the applicable customer agreement and your organisation’s documented instructions. Before activation, we confirm who can see responses and analyses and how people can exercise their rights. The Trust Center explains EVA’s security and privacy approach; the agreed deployment documents cover your specific use case. Explore the Trust Center
- Competency Mapping: Do we need our HR system connected?
- The Managed engagement can use agreed source files. We confirm the data needed during scoping. Ongoing connections, permissions and refresh requirements are discussed if you continue. For Self-Service, supported data inputs are confirmed before activation. Explore this solution
- Competency Mapping: Does a complete profile mean a verified competency?
- No. Completeness means the expected information has been captured. The strength of a competency assessment depends on the evidence, its relevance and the review applied to it. Explore this solution
- Competency Mapping: Why not use our existing skills matrix?
- Keep it where it provides useful information. Managed EVA Competency Mapping adds structured capture, practical examples and comparison of employee and manager perspectives around a defined decision. Establish what your existing records already answer and what additional evidence is worth collecting. Explore this solution
- Competency Mapping: In Managed, what happens when the manager and employee disagree?
- Review the examples, the work context and the meaning of the agreed proficiency level. Give both people a way to clarify their view through the agreed process. The manager's rating is not automatically the truth, and disagreement should not be averaged away or treated as a performance verdict. Explore this solution
- Internal Mobility: Can this support a promotion decision?
- Yes, by comparing the target role's requirements with the available evidence. Readiness, employee interest and remaining gaps still need review through your promotion process. A match score or a difference between employee and manager ratings is not an automatic promotion or pay decision. Explore this solution
- Internal Mobility: What happens if a manager cannot release someone?
- Treat that as a constraint to resolve. Review timing, transition cover or another option with the people responsible. A recommendation does not override the manager's responsibilities or the employee's interests. Explore this solution
- Internal Mobility: Does redeployment automatically save the cost of a hire?
- No. Compare the full effect, including backfill, training, transition time and the work left behind. An internal move is one option to evaluate. Explore this solution
- Skills Gaps & Development: Does EVA replace our learning platform?
- EVA helps establish development priorities and the evidence to revisit. It does not replace your course catalogue or learning delivery. Keep those in the systems and processes that already own them, and confirm any LMS connection or additional workflow separately. Explore this solution
- Skills Gaps & Development: Can you guarantee which training has the highest ROI?
- No universal return follows from a competency gap. Agree the intended work outcome, costs and review period, then assess whether the development changed the result. Explore this solution
- Workforce Planning: Can we compare countries and languages?
- Yes, through an agreed wider scope. Confirm definitions, proficiency levels, language adaptation and the review method before combining results. A multilingual programme is separate from Managed EVA Competency Mapping's one-language project scope. Explore this solution
- Workforce Planning: Will the demonstration become our live planning system?
- The samples are interactive analytical snapshots. Candidate lists and generated mission briefs illustrate decisions; they do not show completed approvals or transactions. Your scope specifies data refresh, permissions, calculations and any connected workflow. Explore this solution
- Recruitment & Shortlisting: Can we start directly with recruitment and shortlisting?
- Yes. Start with your role and candidate pool. The proposal confirms the matching scope, data preparation, screening criteria and any integration or additional assessment costs. Explore this solution
- Recruitment & Shortlisting: Does this replace our ATS?
- EVA supports matching around your existing recruitment process. Agree the system of record, data fields, permitted actions and refresh cadence; include any integration work in the proposal. Explore this solution
- Recruitment & Shortlisting: What if the best candidate has an incomplete profile?
- Missing information is not proof of missing capability. Examine what the scorecard can support and ask for the relevant example or clarification. Agree how incomplete profiles are handled, test for missed candidates, and keep selection decisions with recruiters and hiring managers. Explore this solution
- Recruitment & Shortlisting: Can we change the criteria and see why a score changes?
- Yes. Review required conditions separately from weighted preferences and inspect the criterion-level scorecard. Changing a preference changes the comparison; it does not remove a required condition. Agree the criteria, missing-evidence handling and review controls for your use case. A match score is not a probability of success. Explore this solution
- Recruitment & Shortlisting: Does a repeatable ranking guarantee a fair or accurate decision?
- No. Criteria, data quality and human review still matter. Validate the search against your role and review process; keep the employment decision with the responsible people. Explore this solution
- Contingent Workforce: Does EVA replace our vendor management or contracting system?
- This scope focuses on capability, responses and the review process. Confirm the systems that own commercial terms, contracts and payments, and agree any connections required. Explore this solution
- Contingent Workforce: Does a high match score mean someone is cleared to deploy?
- No. Review the evidence and confirm availability, commercial terms and the required checks. A matching result does not establish eligibility, clearance or a completed contract. Explore this solution
- Contingent Workforce: Can EVA guarantee someone for an urgent shift or assignment?
- No. A relevant profile or a positive availability response is not a confirmed booking. Set the response cadence and fallback sourcing process around the urgency of the work. Required checks, approvals and contracting still apply before deployment. Explore this solution
- Restructuring and M&A: Can this run before a transaction is public?
- Only where the intended data use, access and process have been approved by the appropriate parties. Agree confidentiality and the permitted population during scoping. An NDA alone does not settle employee information, data-sharing or consultation requirements. Explore this solution
- Restructuring and M&A: Will our works council accept the approach?
- That cannot be promised. Include the relevant representatives and advisers early, explain the intended use and review the evidence and decision process with them. EVA's team can explain the method; acceptance depends on the specific programme and applicable process. Explore this solution
- Restructuring and M&A: Can the map tell us which roles to remove?
- Not on its own. Shared competencies are not proof of spare capacity, and an evidence gap is not proof that someone cannot do the work. Any organisational or employment decision needs the wider business information, appropriate human judgement and required process. Explore this solution