Harver AI features and pricing (November 2026)

Harver is a talent assessment and hiring platform for high-volume and professional recruiting. It combines predictive pre-employment tests, video interviewing and reference checking, and after acquiring Symphony Talent in September 2026 it also covers recruitment marketing, aimed at HR and talent acquisition teams at large employers.

Harver's product spans predictive pre-hire assessments (personality, cognitive ability, situational judgment, spoken language), one-way video interviewing, pymetrics' game-based soft-skills assessments, and Checkster reference checking. The September 2026 acquisition of Symphony Talent adds recruitment marketing, employer branding and candidate relationship management, positioning Harver across the full hiring funnel instead of pre-employment testing alone.

Typical buyers are talent acquisition and HR teams at large, high-volume employers in retail, BPO, financial services, hospitality and healthcare. Harver operates with legal entities in both the United States and the Netherlands; following the 2021 merger with Outmatch it presents itself as a dual US/EMEA company and, combined with Symphony Talent, reports over 1,500 client organizations and 300+ employees.

• Scores behavioral soft skills through gamesSince the pymetrics acquisition, candidates play short neuroscience-based games measuring traits like attention, risk tolerance and decision-making speed, which the system compares against benchmarks built from high performers in the role. Recruiters get a bias-reviewed soft-skills profile instead of relying on resume keywords alone.
• Measures workforce readiness for AI toolsAI PREVAIL runs candidates and employees through job simulations that score practical AI judgment, applied AI use, learning agility and human-AI collaboration. HR and talent development teams get an objective readiness score for hiring or internal mobility decisions instead of guessing who can actually work with AI tools.
• Runs conversational applications instead of formsHarver Chat replaces static application forms with a conversational interface that answers candidate questions about pay, hours and culture while collecting the required details, then logs them into the connected applicant tracking system. The vendor states this can cut application time and free up recruiter hours per open role.
• Flags suspicious applications and fake referencesMachine learning models review how an application was completed, the applicant's location and duplicate submissions, and run a multi-step check on references to catch fake or self-completed ones, then hand a flag to a human reviewer rather than auto-rejecting. This reduces time lost to bad-faith applications and reference fraud.
• Prioritizes candidates for live interviewsPredictive assessment scores feed an automated ranking that surfaces the qualified candidates most likely to succeed in the role for the next interview stage. This gives recruiting teams a shorter, pre-filtered shortlist instead of manually reviewing every application before scheduling interviews.

• Harver operates dual legal entities in the US and the Netherlands rather than a single headquarters, following the 2021 merger with Outmatch.
• Assessment content is available in dozens of languages for candidates, while the vendor does not state which languages the recruiter-facing interface supports.
• Pricing is entirely quote-based, with no published rate card, per-seat price or free plan; the vendor requests contact for every deal size.
• Fraud detection avoids window locks or screenshot blocking, flagging suspicious signals for a human reviewer instead of restricting the candidate's device.

Harver's US entity is based in Dallas, and the vendor names US customers such as Wayfair, Valvoline, Brinker International and Penn State Hershey Medical Center.

Clarify data hosting before buying: Harver operates entities in the United States and the Netherlands but publishes no single data residency policy, so confirm storage location. Pricing is quote-based with no rate card. Because assessments, pymetrics games and AI PREVAIL score candidate and employee traits, ask for the independent bias audit New York City requires under Local Law 144. If AI analyzes Harver video interviews of Illinois candidates, the state requires notice and consent first.

• No federal employee privacy law, a state patchwork instead
• NYC requires bias audits for AI hiring tools
• Illinois bans discriminatory AI in employment decisions

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