Company details

HEADCOUNT

1-24

ORG TYPE

Startup

SECTOR

Professional Services

WEBSITE

http://www.aivy.app/

About the company

Aivy builds game-based, mobile-friendly assessments that create strengths profiles for candidates, aiming to help employers hire beyond CV screening. Aivy positions the product around psychometrics and “fair and objective” selection, and the website claims 150+ companies use the platform. Aivy’s founding story links the company to research roots at Freie Universität Berlin, then a 2020 incorporation and later pre-seed and seed funding rounds. Aivy also highlights visibility from the German TV founder show “Die Höhle der Löwen” and a long list of HR-tech awards.

Locations and presence

Aivy GmbH is Berlin-based (imprint and data protection pages list Berlin addresses). The Aivy jobs page pitches mobile work and fully remote options alongside Berlin as a base.

Palpable Score

39.7

/ 100

Aivy has some early-career-friendly signals like remote work, a stated learning budget, and a public DEI stance, but entry-level access is hard to rely on because the jobs page does not show a working list of open roles. Outcomes are also difficult to validate because there is little public evidence about junior progression, retention, or early-career sentiment.

Pillar 1: Early-career access

Score

5.0

/ 20

The company’s jobs page includes an “Open positions” section, but no actual roles are visible, which blocks straightforward entry-level applications.
Aivy has at least one publicly visible example of a working-student sales role via a third-party listing, but the posting is expired and does not prove recurring junior hiring.
The company does not publish internships, graduate schemes, or “0–2 years” roles in a way that is reliably findable from the careers page.

Pillar 2: Hiring fairness and transparency

Score

11.0

/ 20

The company publishes a candidate-facing inclusion statement on the jobs page (“we welcome all applications…”), which is a useful baseline signal.
Aivy’s application route is unclear because the jobs page does not show role-by-role scope, interview stages, or assessment expectations.
The company’s data protection page includes candidate-relevant governance signals such as contact details for the controller and an explicit note about not using fully automated decision-making as a default.

Pillar 3: Learning and support

Score

11.0

/ 20

The company states on the jobs page that new hires take responsibility from day 1 and receive a budget for continuing education.
Aivy lists practical working conditions that support early-career learning like mobile work, modern hardware choice (Mac or Windows), and regular team events.
The company does not publish concrete coaching mechanics such as buddy systems, 1:1 cadence, onboarding timelines, or review cycles, so support quality for first-job hires is hard to verify.

Pillar 4: Pay fairness and stability

Score

7.7

/ 20

The company does not publish salary ranges on the jobs page, which limits pay fairness assessment for juniors.
Aivy advertises stability-adjacent benefits like 30 + 2 days vacation, mobile work, and a mobility allowance, but these are not substitutes for pay transparency.
The company has limited public third-party salary or benefits detail tied specifically to Aivy GmbH, so compensation competitiveness cannot be validated.

Pillar 5: Early-career outcomes

Score

5.0

/ 20

The company publicises strong external validation signals like multiple awards in 2024–2025 and traction claims in the founding story (customer growth and assessment volume), but these are not early-career outcomes.
Aivy’s founding story references “team evolution” and leadership changes over time, but it does not provide promotion timelines, junior progression examples, or 12–24 month retention data.
The company has no easy-to-audit public footprint of employee reviews and early-career sentiment, which caps confidence on outcomes.