Hiring the right people is paramount to a company's success. At Alva, we deeply value the trust our customers place in us. Here are their stories on how leveraging Alva in their hiring decisions has impacted their businesses.
Chief Operating Officer
The Alva team is ambitious, experienced and relentless in its quest to change the world of assessment tests. This is evident in every encounter with them and as a client/user/administrator this is very engaging and important.
5.0/5.0 
Talent Acquisition Specialist
The platform is very userfriendly which we really appreciate. It's a huge timesave for us, our old test took about 4-5 hours to administrate per candidate, here we can test a much larger number of candidates in a much faster time and work to be less bias.
4.5/5.0
Talent Acquisition Specialist
The training needed was minimal, and for anyone familiar with using assessments in house-this is a huge time and discussion saver. It is increasing our diversity when getting to the interview stage and also decreasing screening time. This allows more time for meaningful and deeper interviews.
4.5/5.0
Chief People Officer
Alva Labs is a crucial step in finding the best talent for us. It helps us find the right fit, as well as making our selection process more efficient and objective.
5.0/5.0
Global Head of Talent Acquisition
Alva Labs’ combination of a strong technical product and stellar customer success management has been a key factor in allowing us to recruit with high quality and diversity, despite our hypergrowth over the past two years.
5.0/5.0
Talent Acquisition Manager
Alva has made it easier (possible) for us to be more open minded in our recruitment processes since we can assess much more candidates today. Alva makes it possible for us to focus more on beneficial behaviours and drivers instead of CVs when recruiting.
5.0/5.0
4.9/5.0
Global Head of Talent Acquisition
I've been a customer of Alva Labs for over five years. Not only do they have a high quality and seamless product that is client- and candidate-friendly, but they have the strongest customer success team I've had the pleasure of working with.
5.0/5.0
Head of TA & Employer Branding
I love to work with Alva Labs and the value it brings to our organization. Our relationship with our CSM is absolutely the best. Quick, well prepared for our meetings and have big knowledge within her professional area.
5.0/5.0
Talent Acquisition Manager
We have used Alva for a few years and are very happy with the good and clear way in which the test results are presented. At the same time, we always get five-star support from our CSM, who continuously updates us with new knowledge and is always ready to help.
5.0/5.0
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In a tech world that demands top talent, Knightec has mastered finding and nurturing the right people. They combine project expertise, diversity, and scientific recruitment methods, partnering with Alva Labs to build a future-ready workforce. Discover how Knightec's data-driven approach is reshaping the tech industry and driving growth.
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As part of a company objective to reduce new-hire turnover, Noba turned to Alva to support their sustainable growth ambitions. Now using Interview Templates, they've discovered the magic of having a structured process throughout the hiring journey.
Billogram had the aim to create a future-proof its talent acquisition strategy. This customer story dives into how Billogram's TA teams achieved faster, more efficient hiring process in a candidate-friendly environment.
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Nobia had the ambition to build an omnichannel approach to hiring, maintain agility in its recruitment processes and develop a premium candidate experience – without any sacrifice regarding quality.
In the fast-paced talent market of Norway, The North Alliance (NoA) seeks individuals who amplify their dedication to "creating consumer growth" in Scandinavia. Learn how Alva Labs bolsters NoA's recruitment, emphasizing speed and effectiveness, ensuring they stay ahead in the race for top talent.
What does the phrase "serving up candidates on a silver platter" mean for a Talent Acquisition professional? For the Swedish watch and accessory brand Daniel Wellington, it embodies a hands-on approach that combines efficiency, seamless communication, and an in-depth grasp of the hiring manager's needs.
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As Happy Socks was growing, they needed more than just new hires. They needed the “right hires” - people who could help the company grow and still stay true to their mission: “bringing happiness to every corner of the world.” This is a story of how Alva Labs delivered unparalleled value to Happy Socks, by empowering them with innovative recruitment tools.
Hiring managers came to Jens with a problem: they were struggling to find candidates for a Service Engineer role. This niche job requires skills in repair and maintenance of equipment and their complex mechanics.
With its global reputation for automobile excellence, it's no surprise that Koenigsegg attracts a large volume of qualified candidates. This is the story of how Alva Labs and Jobylon helped optimise Koenigsegg's talent pipeline, guiding them to enhance their candidate experience and improve the experience for hiring managers.
Moa Wictorén, CHRO of Nordic e-commerce giant Lyko, had a problem. The company was enjoying rapid growth, boasted a dynamic internal culture, and had a huge following of dedicated customers. But their candidate experience wasn’t up good enough.
"When it comes to finding and hiring the best developers, being able to determine what skills and real-world problem-solving an applicant can bring to their role is crucial to Mentimeter's continued success.”
In the fractured marketplace of student and graduate recruitment, Step Recruitment faces a unique challenge: how to fairly assess early career talent efficiently at scale, while also promoting social mobility.
Foodora emphasizes speed and quality on all fronts. The delivery market is ultra-competitive, so in order to scale fast enough they need to quickly and accurately hire the right talent. At the same time, they wanted to make sure all candidates are given an equal chance.
Across its workforce of more than 2,000 employees, Rejlers had been using traditional, late-stage psychometric assessments in some recruitments. In addition to not aiding diversity efforts, traditional strategies provide recruiters with more opaque results that need to be interpreted.
Everything starts with an opportunity, according to Sam Joukhadar, Global Head of Talent Acquisition at SEB. He talks warmly about how he now wants to open up more doors at SEB with a talent-centric, data-driven, objective talent acquisition – together with Alva.