About the webinar

The agent carries the work. The science is validated and certified. Every final decision stays with your team.

Six in ten hiring managers have rejected a candidate who performed well in a structured assessment, because their gut told them otherwise.

That is the gap between knowing and doing. Structured methods predict job performance roughly twice as well as unstructured ones, and combining several is stronger still. Applying that has always meant somebody turning the brief into criteria, preparing the questions and bringing the evidence to the person deciding. It happened on the roles you had time for.

AI already makes those tasks faster, but TA still has to start each one and carry the output into the next stage.

The Agentic Hiring System changes who carries that work. The Alva agent works across the process on approved criteria, structured methods and validated science, and prepares everything for your team to review.

There are two ways to start:

Agentic Psychometrics. The agent on the Alva assessments you already run, alongside your current ATS.
The Agentic Hiring System. The same agent and science across the whole process, from brief to decision.

In this session, you’ll see:

A real role taken from brief to decision, live
The agent working alongside your current ATS
What 175 Swedish hiring managers told us about the moment of decision
What the agent prepares between stages, including overnight
Where it stops and human judgement takes over
How to get started with either

Alva is built on ten years of hiring science, 650 hiring teams and 1.5 million assessed candidates. Certified to ISO 42001, ISO 27001 and ISO 10667-2, with DNV-certified assessments, built for the EU AI Act.

For TA leaders and hiring teams. The Q&A is live only. Can’t join us? Register anyway and we’ll send you the recording.

Speakers

Jessica Hellquist

Customer Success Manager, Alva Labs

Jessica works with the TA teams who use Alva every day. She used to be one of them: recruitment consultant first, then five years building the HR function at Billogram where she ran the Alva implementation herself, and two years as an HR business partner at Microsoft. She knows which promises survive a real hiring process, which ones quietly get dropped, and what it takes to get a hiring manager to use a new system at all. She’ll push on what all of it means for candidates, and ask the questions she would have wanted answered back then.

Malcolm Burenstam Linder

CEO & Co-founder, Alva Labs

Malcolm founded Alva on a simple conviction: hiring is the highest-leverage decision a company makes, and it deserves infrastructure that reflects that. He brings 9 years of building at the intersection of AI, psychometric science, and talent strategy.

Anna Brodin

Lic. Psychologist, People Science Lead, Alva Labs

Anna built Alva's Professional Services function from the ground up. She leads validation studies, builds competency frameworks, and trains TA teams on evidence-based methods across industries. On the product side, she's the go-to for I/O psychology and hiring research, shaping methodology, feature design, and prioritisation. If the question is "does our hiring system actually predict performance?", she's the person you want in the room.