Every story. One pattern: faster decisions, measurable outcomes.
Scroll through each case below for the complete story.
Israel Defense Forces (IDF)
A complete reserve force assessment system covering every role in the IDF, built in one week. Decisions in the field, in seconds, where mistakes are not an option.
- 110,000+regular & reserve personnel
- 150,000+combat and tech soldiers
With ~110 candidates per slot on average, manual screening is operationally impossible. The platform absorbs the entire funnel automatically.
Anywhere, any device, from a tank, from a tent.
Behavioral Sciences Directorate confirmed full convergence with the official benchmark.
"Full alignment between iVerse's measurement model and MAFAT's behavioral science benchmark. The project continues into its next phase under our oversight."
Build an end to end reserve assessment platform that mirrors every role in the IDF, so commanders in the field can make the fastest, most accurate placement decisions, because in security, you cannot afford to miss.
- Cover the full taxonomy of IDF roles, combat, technological, command, support, in a single coherent framework
- Field grade usability: a soldier must be able to take an assessment from a tank or a tent, with one tap
- Deliver in days, not years, while meeting the scientific bar of MAFAT's behavioral sciences unit
- Give commanders decision ready output, not raw scores
We mapped every IDF role family to a tailored battery, calibrated against the IDF's own performance benchmarks.
A mobile first interface engineered for low bandwidth, high pressure environments, usable from any device, anywhere.
Continuous validation against MAFAT's behavioral measurement, achieving full convergence with the official benchmark.
Israel Post
From a 45 role hiring puzzle to a single, trusted assessment engine, now the primary recruiting tool across the organization.
- ~4,500employees
- 45+distinct roles
Down to roughly 10% of previous cost.
Adopted as the main hiring instrument across the organization.
Unified candidate and employee data layer for workforce planning.
Build a reliable, role aware assessment system covering 45+ positions, from frontline operations to senior management, so every hire is matched to the right role with measurable confidence.
- Wide role spectrum: managerial, operational, customer facing, logistical, each with its own success profile
- Slow, inconsistent hiring across regions and managers
- No unified data layer for workforce decisions
- High cost per hire and long time to fill
We built a calibrated profile for each of the 45+ roles, anchored in real performance data from inside the organization.
A single candidate experience routes intelligently to the right battery, managers get comparable, role fit results out of the box.
Every assessment feeds a structured data layer, giving leadership a live view of talent supply, gaps, and mobility opportunities.
Mizrahi Tefahot Bank
The bank's exclusive engine for fast, high volume recruiting, validated on 2,000+ banking candidates with 95% alignment to manager reviews and on the job performance after one full year.
- ~7,500employees
- thousands of candidates assessed annually
Match between assessment results and manager reviews + actual performance after one year on the job.
Deliver a single, scientifically validated assessment for thousands of banking candidates per year, fast enough for high volume hiring, accurate enough to predict real performance.
- Thousands of candidates per year across branch, advisory, and back office banking roles
- Need for measurable predictive validity, not just screening throughput
- Pressure to shorten time to decision without sacrificing quality
A dedicated assessment battery built for banking roles, calibrated on real internal performance data.
A 2,000+ candidate validity study tracked predictions against actual manager reviews and job performance one year later.
Engineered for thousands of assessments per year with consistent, comparable scoring.
Fiverr
From 40 candidates to a 2 of 3 interview slate, without a single wasted hour of senior leader time.
- ~800employees
- global
Out of 40 candidates per role, the system surfaced 3 for interview, automatically.
Two of the three interviewed candidates were hired.
The most expensive calendars in the company, protected by default.
Free Fiverr's most senior leaders from low signal interviews by handing them only the candidates most likely to succeed, at one click.
- High volume top of funnel for senior roles
- Senior leaders spending hours on candidates who never should have reached them
- Need for a screening signal strong enough to bet a hire on
The full candidate pool runs through the iVerse engine in a single action, ranked by role fit and predictive performance.
Only the highest signal candidates reach the interview stage, calibrated to the role's success profile.
Reichman University
Identifying every viable medical school candidate with a results driven, locked in ROI model.
- School of Medicine admissions
Replace inconsistent admissions screening with a measurable, outcome oriented engine that surfaces the strongest medical school candidates, at a known, fixed return on investment.
- Highly competitive medical admissions with thousands of applicants
- Need for objective, defensible candidate ranking
- Predictable cost and ROI from the admissions pipeline
An admissions profile engineered around what actually predicts success in medical training and practice.
A fixed, transparent ROI structure, the university knows the return on every cohort, not just the cost.