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SelfStir VS Harver

Compare SelfStir VS Harver and see what are their differences

Atlas HXM
Atlas HXM is the largest Direct Employer of Record (EOR) technology platform, supported by experts, that delivers flexibility for companies to expand across borders, onboard talent, manage compliance, and pay their global workforce. featured
Contents:
  1. » Base Details
  2. » Videos
  3. » Reviews
  4. » Alternatives

SelfStir logo SelfStir

SelfStir offers 360-degree​ feedback system.

Harver logo Harver

AI-powered pre-hiring assessment & talent matching solution
  • SelfStir Landing page
    Landing page //
    2021-07-24
  • Harver Landing page
    Landing page //
    2023-05-07

SelfStir videos

+ Add

SelfStir online 360 degree feedback and development solution

Harver videos

+ Add

ENGLISH LANGUAGE ASSESSMENT | HOW TO PASS HARVER TEST

More videos:

  • Review - Redefine Candidate Selection with Harver

Category Popularity

0-100% (relative to SelfStir and Harver)

SelfStir

Harver

Employee Feedback System
100 100%
Employee Feedback System
0% 0
Hiring And Recruitment
0 0%
Hiring And Recruitment
100% 100
HR
62 62%
HR
38% 38
HR Tools
100 100%
HR Tools
0% 0

User comments

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What are some alternatives?

When comparing SelfStir and Harver, you can also consider the following products

Impraise - Impraise is a web and mobile app for 360 degree feedback and peer coaching

The Predictive Index - The Predictive Index offers behavioral and cognitive assessments.

6Q - 6Q connects leaders to employees through six question surveys and receive actionable feedback.

Berke - Berke offers pre-employment test and employment assesment solutions.

Peakon - Take the guesswork out of managing a great team. Peakon is the simple, scientific, and strategic way to maximise your employee engagement, retention, and culture.

HighMatch - HighMatch is an employee management software solution that helps you to reduce the employee retention rate by onboarding accurate and perfect candidates with goals overlapping the goals of the organization.

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