Interviews
Reveal a lot, but remain subjective and inconsistent. Two interviewers often reach two conclusions about the same candidate.
Behavioral assessment for hiring
Hire by how they play
Not by what they say
Instead of relying on self-report, it uses short games that encourage natural behavior and help uncover hidden traits, thinking patterns, and responses under pressure.
01 — The problem
Most hiring processes are built to narrow people down — not to understand them
Resumes, interviews, questionnaires, and assessments can make the process look rigorous, but they often miss the part that actually matters: how a person thinks, makes decisions, and responds in real situations.
These tools reward candidates who know how to interview well, talk confidently about themselves, or give the answers they think employers want to hear. Real work doesn't happen like that.
Real work is messy. It involves uncertainty, pressure, trade-offs, and constant judgment calls — exactly the part most hiring processes struggle to capture.
02 — What exists today
Traditional assessment tools often measure self-report, preferences, or past experience — CanevT is designed to capture real behavior through action
Most companies rely on some combination of interviews, personality tests, cognitive tests, and assessment centers. Each is useful. None of them fully solve the problem.
Personality tests
Offer broad signals, but they're self-report — easy to answer the way candidates think employers want them to.
Cognitive tests
Measure problem-solving ability, but not how someone actually behaves when the work is unclear, dynamic, or stressful.
Assessment centers
Can go deeper, but they take time, money, and coordination that most teams can't justify for every role.
Even when organizations stack several tools together, there's still a gap between what's being measured and what they actually need to know.
See the real gap03 — The real gap
We keep evaluating people through explanations, answers, and impressions — when what really matters is behavior
The questions below rarely get answered well by resumes, interviews, or self-report alone — yet they predict how someone will actually show up at work.
Ambiguity
How do they decide when the situation is unclear?
Pressure
How do they respond under pressure?
Risk
How do they weigh risk?
Trade-offs
How do they move when there's no right answer?
Behavior is the missing layer between what candidates say in hiring — and what they actually do when the work gets hard.
See how we approach it04 — Our approach
Don't ask people how they behave — Put them in situations where behavior shows up
We use short interactive games, designed around psychological principles, to create decision-making moments that feel natural — not forced. Instead of collecting polished answers, we observe how people actually respond.
That lets us see things hard to capture in a resume, interview, or standard test: how someone handles uncertainty, how they assess risk, how they make trade-offs, and how their confidence compares with their actual performance.
The goal isn't to catch people. It's to understand them better.
Grounded in decision theory, behavioral economics, and cognitive psychology.
05 — What we measure
Four behavioral dimensions that traditional tools miss
Each experience is designed to capture meaningful behavioral signals across core dimensions — not self-descriptions, but observed patterns in how people actually respond.
Decision-Making
How candidates weigh options, handle ambiguity, and commit to choices when the path forward is unclear.
Risk Calibration
The balance between caution and boldness — and how accurately people assess their own confidence levels.
Cognitive Flexibility
The ability to shift thinking, adapt strategies, and approach problems from new angles when conditions change.
Self-Efficacy
The degree to which a person believes in their capacity to execute behaviors and achieve specific goals.
06 — How it works
Three steps to real insight
1
Engage
Candidates enter short, interactive experiences instead of traditional self-report questionnaires. It feels like a task, not a test.
2
Capture
Each challenge captures decisions under uncertainty — not stated preferences. Every interaction produces real behavioral signals.
3
Surface
The system surfaces meaningful behavioral patterns that traditional assessments miss — turning observed behavior into measurable insight.
07 — The experience
It doesn't feel like another test
When people are immersed in a task, they stop managing impressions. They focus on the situation in front of them — and that produces a signal much closer to real behavior.
For candidates
A lighter, more natural experience
A short, game-based flow. No trick questions, no pressure to perform the "right" answer. Candidates make choices, respond to changing conditions, and move through the task the way they'd move through real work.
For organizations
A layer of insight standard tools miss
Behind the scenes, CanevT turns behavioral signals into measurable insights — how candidates handle uncertainty, weigh trade-offs, and calibrate their own confidence. The result: faster, more accurate, and more inclusive hiring decisions.
08 — Where we are
Beyond the idea stage
CanevT is building the product, integrating the psychological model into game mechanics, and working toward pilot opportunities with organizations. Ongoing pilot studies and structured validation work ensure measurement quality. The project has been presented in academic and innovation settings:
Accelerator
HIL Fund
University of Haifa
Mental health innovation accelerator.
Presentation
Harvard University
Cambridge, MA
April 2026.
Exposure
Stanford University
Stanford, CA
April 2026.
Innovation forum
Berkeley Innovation Forum
NASA Ames Research Center
April 2026.
Let's talk
Hiring shouldn't stop at filtering — it should reveal how people actually think, decide, and operate
Get in touch
Please fill out the form below to send us an email and we will get back to you as soon as possible.