List of Harver Pymetrics Career and Succession Planning Customers
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Since 2010, our global team of researchers has been studying Harver Pymetrics Career and Succession Planning customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.
Each quarter our research team identifies companies that have purchased Harver Pymetrics Career and Succession Planning for Succession and Leadership Planning from public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources, including the customer size, industry, location, implementation status, partner involvement, LOB Key Stakeholders and related IT decision-makers contact details.
Companies using Harver Pymetrics Career and Succession Planning for Succession and Leadership Planning include: Unilever, a United Kingdom based Consumer Packaged Goods organisation with 115964 employees and revenues of $71.27 billion, AB InBev, a Belgium based Consumer Packaged Goods organisation with 143885 employees and revenues of $59.77 billion, Kraft Foods, a United States based Consumer Packaged Goods organisation with 36000 employees and revenues of $25.85 billion and many others.
Contact us if you need a completed and verified list of companies using Harver Pymetrics Career and Succession Planning, including the breakdown by industry (21 Verticals), Geography (Region, Country, State, City), Company Size (Revenue, Employees, Asset) and related IT Decision Makers, Key Stakeholders, business and technology executives responsible for the software purchases.
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight |
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AB InBev | Consumer Packaged Goods | 143885 | $59.8B | Belgium | Harver | Harver Pymetrics Career and Succession Planning | Succession and Leadership Planning | 2022 | n/a |
In 2022 AB InBev implemented Harver Pymetrics Career and Succession Planning to strengthen assessment-driven hiring and talent development across its global HR organization. The deployment targeted HR processes at global and regional scales and combined Harver pre-hire evaluation workflows with pymetrics behavioral and cognitive assessment data to improve candidate identification for both external hiring and internal mobility. The implementation is explicitly aligned to Succession and Leadership Planning and to career and succession use cases reported by the customer.
The Harver Pymetrics Career and Succession Planning deployment used modules for career pathing, internal mobility routing, and succession pool management inferred from the combined offering and the company statement about optimizing hiring and talent outcomes. Configuration work focused on assessment scoring pipelines and talent profile enrichment to surface candidate and employee fit for specific roles, and automated rule sets to prioritize candidates for talent review processes. Functional capabilities emphasized talent profiling, succession forecasting inputs, and assessment-informed shortlists for development and promotion discussions.
Operational coverage centered on HR, recruitment, and talent management functions with rollouts conducted at scale across regions and business units reported by the customer. The solution was applied to hiring workflows and internal talent movements, enabling consistent use of Harver pre-hire workflows and pymetrics assessment signals within career progression and succession conversations. Governance included centralized assessment data used in talent review cycles and calibration sessions to align hiring managers and talent leads on candidate suitability.
AB InBev cited improved fairness and efficiency in candidate identification as outcomes of using Harver and pymetrics assessments together, reflecting a shift toward assessment-driven selection and internal mobility decisions. The approach restructured aspects of HR workflow by embedding objective assessment outputs into succession planning and career development processes, with implementation attention on profile standardization and governance for talent review use.
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Kraft Foods | Consumer Packaged Goods | 36000 | $25.8B | United States | Harver | Harver Pymetrics Career and Succession Planning | Succession and Leadership Planning | 2019 | n/a |
In 2019, Kraft Foods implemented Harver Pymetrics Career and Succession Planning to expand the companys use of gamified assessments beyond entry level recruiting. The Harver Pymetrics Career and Succession Planning deployment was applied to trainee and graduate hiring programs and to some regional hiring efforts within HR, reflecting an extension of assessment-driven candidate screening into broader talent programs.
The implementation emphasized assessment-based profiling and identification of high-potential traits, aligning assessment outputs to Succession and Leadership Planning needs. Harver Pymetrics Career and Succession Planning was used to generate candidate profiles and internal mobility signals, supporting talent pool segmentation and career pathing workflows typical of succession planning applications.
Operational coverage centered on HR talent acquisition and talent review processes for early-career and regional hires, with business functions impacted including talent acquisition, succession planning, and leadership development. The company reported that use of the gamified assessments broadened candidate backgrounds and improved hiring mix for those programs.
Using assessment-derived high-potential indicators for succession and leadership planning is consistent with the vendor stated internal mobility and career planning capabilities, and Kraft Foods integration of these signals into talent review workflows indicates a governance shift toward data driven candidate profiling and bench building for leadership pipelines.
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Unilever | Consumer Packaged Goods | 115964 | $71.3B | United Kingdom | Harver | Harver Pymetrics Career and Succession Planning | Succession and Leadership Planning | 2016 | n/a |
In 2016, Unilever implemented Harver Pymetrics Career and Succession Planning to support its graduate and early-career recruitment processes. The deployment used game-based assessments from pymetrics alongside HireVue video assessments to centralize and standardize early-career screening, aligning the project with the Succession and Leadership Planning application category.
Harver Pymetrics Career and Succession Planning was configured to profile candidate potential, automate assessment-driven shortlisting, and structure video interviewing workflows to feed recruitment decisioning and internal mobility pathways. Governance focused on standardized screening criteria and centralized reporting across global graduate intake programs, and Unilever reported large time savings and improved diversity outcomes. The extension of pymetrics into career-pathing and formal succession planning is inferred from its role in profiling talent and enabling internal mobility rather than from an explicit product-level description.
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