FOR HR TECH COMPANIES
Let's build something together
If you work in HR tech and your clients overlap with ours, there may be more value in a partnership than either of us is currently capturing.
The same clients. The same conversations. No competition.
HR tech companies and Clevry share something important: we tend to work with the same people inside the same organisations — talent acquisition leads, talent development managers, and HR directors who care about hiring quality and people development.
We work at different points in the same journey. You handle the infrastructure, the workflow, the data layer, or the engagement tracking. We bring the psychometric science — the assessments that tell you who someone is, how they think, and where they’ll thrive.
That means a Clevry partnership isn’t a distraction from your core business. It’s a complement to it.
What we’ve found in practice — with partners like Teamtailor, Eploy, and Luther One — is that when two companies already serving the same buyers choose to collaborate, both sides grow faster. Clients get a better, more joined-up experience. Both platforms become stickier. And new clients become more reachable because you’re entering conversations through a trusted introduction, not a cold approach.
That’s the starting point for every HR tech partnership we build.
What a partnership with Clevry actually looks like
There's no single template. The right shape depends on your product, your clients, and where the overlap is strongest. Most of our HR tech partnerships combine more than one of the following.
Integration and ecosystem building
A common starting point. When Clevry integrates with your platform, clients no longer need to jump between systems to run an assessment. The experience is joined up. The workflow is simpler. The data is connected.
Read more ↓
Integration and ecosystem building
A common starting point. When Clevry integrates with your platform, clients no longer need to jump between systems to run an assessment. The experience is joined up. The workflow is simpler. The data is connected.
Read more ↓For your clients, that means a better product experience and less friction in a process they already find complex. For you, it means a more complete platform and an additional reason not to leave.
And for both of us, it means that our combined offering is genuinely harder to displace than either product alone. That's what ecosystem thinking looks like in practice: not just a technical connection, but a commercial moat we build together.
We already have integrations with a number of leading ATS platforms and are actively expanding that ecosystem. If your product sits at any point in the hiring or people development journey, there is likely a meaningful integration to be built. See our existing integrations page.
Commercial collaboration, mutual referrals and lead sharing
This is where the commercial upside becomes most direct — and where mutuality is the thing that makes it work. This is much more than lead sharing. In fact, we have a three layer model for this: intel, influence and finally introduction.
Read more ↓
Commercial collaboration, mutual referrals and lead sharing
This is where the commercial upside becomes most direct — and where mutuality is the thing that makes it work. This is much more than lead sharing. In fact, we have a three layer model for this: intel, influence and finally introduction.
Read more ↓We typically start by sharing intel on customers or prospects we both are interested in. When we trust each other's offerings and our clients trust us, it's easy to recommend a provider. Finally, there is an introduction, creating a lead for a partner.
In practice, this is about operationalising information and relationships that already exist in our respective networks. Hence, we're not building anything new; we simply need to talk.
In many cases Clevry has clients who need what you offer. You have clients who need what we offer. The most natural way to grow is to help each other — not with a hard sell, but with sharing information, influencing decisions through a genuine recommendation from a trusted partner, and finally sharing leads.
Our sales and customer success teams are already in conversation with talent acquisition and talent development leaders every week. When we understand your product well enough to spot a fit, we can make that introduction. We expect the same from your team.
This isn't a one-sided referral scheme. It only works when both sides are actively invested. That mutual commitment is what we look for when we build this kind of relationship, and it's what makes it valuable when it's working well.
Joint offerings
Where there is a genuine product overlap — where combining Clevry's assessment data with your platform creates something neither of us can offer alone — there is an opportunity to build a joint proposition.
We're already working on this with LutherOne, a performance and engagement platform based in the Czech Republic. The underlying insight is simple but powerful: Clevry understands who gets selected in the hiring process — their personality, motivations, and working style. LutherOne understands how those same people perform, develop, and engage once they're in the role. Bringing that data together creates a feedback loop that neither platform can generate independently. That is genuinely new value for clients, and it's the kind of thing that generates real commercial traction.
Joint offerings take more investment to build. But when the overlap is right, they create something that is difficult for a competitor to replicate — and that clients find genuinely compelling.
Marketplace presence
Many HR tech platforms offer marketplaces or app ecosystems where clients discover complementary tools. Being present in those environments gives Clevry visibility with buyers who are already in a purchasing mindset and already trust your platform's curation.
For us, a marketplace listing is a distribution channel. For you, it's a way to offer clients a more complete ecosystem — and in some cases, an additional revenue stream. We're open to discussing what makes sense on both sides.
Joint marketing and events
Everyone wants more eyeballs. Everyone wants to reach the same audience. When two companies serving the same buyers collaborate on marketing — joint webinars, shared content, co-hosted events, dinners, roundtables — both sides benefit from the other's network.
We've done this with partners before. The format varies, but the logic is always the same: we invite a mix of each other's existing clients and prospects, we create something genuinely worth attending, and we both come away with new relationships and warmer pipeline.
This is one of the lower-threshold ways to start building a partnership. It doesn't require a technical integration or a commercial agreement to pilot. It just requires a shared audience and something worth saying.
Who we partner with
The HR tech companies that fit best
We're not looking to partner with every HR tech company on the market. We're looking for the ones where the overlap is real, the product is strong, and both sides can see a credible path to mutual value.
The right stage and size
The HR tech partners we build the best relationships with are typically challenger companies — already established, with real traction, significant client bases, and the hunger to keep growing. Think companies generating revenues in the tens of millions: credible, proven, but not yet dominant. That said, we also partner with giants like Oracle, and are open to working with startups too. This is the tier where mutual referrals actually move the needle, where the partnership team has real commercial weight inside the business, and where there's appetite to do something creative together — not just tick a box on an integration list.
The right mindset
The partnerships that work best start from a shared belief: that building an ecosystem is better for clients than keeping everything proprietary, and that two companies growing together can move faster than two companies ignoring each other. We don't want partners ticking a box — we want partners whose sales and customer success people genuinely understand what we do and have the confidence to make a recommendation when they see a fit. That requires some investment from both sides — not a lot, but enough. The payoff, when it works, is a lead flow that neither side could generate alone.
The right product
There's no strict boundary on what kind of HR tech we partner with. What matters is whether you're talking to the same buyers we are — talent acquisition, talent development, HR leadership — and whether what you do complements rather than overlaps with what we do. In practice, our strongest partnerships tend to sit across the hiring and people development journey:
- ✓Pipeline and sourcing — platforms that help organisations build and manage candidate pipelines, such as Connectr, a partnership we're currently developing.
- ✓Applicant tracking — our most natural integration territory. We have existing integrations with a range of ATS platforms and more established partnerships with Teamtailor and Eploy. Challenger ATS providers with strong enterprise footprints are a priority.
- ✓Performance and engagement — platforms that track how people perform, develop and engage once they're in role. Luther One is the clearest example, and where the joint-offering opportunity is most compelling.
- ✓HRIS and broader people platforms — earlier days for us here, but the logic is strong wherever the buyer overlap exists.
The underlying question is always the same: do we serve the same people, and does our combined offering make their working life materially better? If the answer is yes, there's something to explore.
Why partner with Clevry specifically
You have options when it comes to assessment partners. Here's what distinguishes Clevry in the HR tech context.
A platform built for integration
A modern, API-friendly platform designed to connect cleanly with the tools talent and HR teams already use. We're actively investing in expanding our integration ecosystem, and our technical team moves quickly.
Unrivalled customisability
Most assessment platforms are built around fixed frameworks. Clevry isn't — assessments can be configured around a client's competency framework, role requirements and sector context, shaping around your partners' programmes rather than the other way round.
30 years of psychometric science
Grounded in more than three decades of occupational psychology research and validation — important when your enterprise and public sector buyers ask hard questions about validity, fairness and adverse impact.
Shared enterprise clients
We already work with large enterprise organisations across the UK, Europe and beyond. In many cases, we share clients with our HR tech partners — a real foundation to start from, not a theoretical one.
A team that shows up
Accessible, commercial, and genuinely invested in making the relationship work. Not a large vendor with a ticketing system — if you have a question or an idea, you can reach us directly.
How a partnership typically develops
There's no fixed process. But there's a pattern that tends to work well.
An honest conversation
It starts with the partnership teams on both sides sitting down — or getting on a call — to understand each other's businesses properly. What do you sell? Who buys it? Where do we overlap? This isn't a pitch, it's a discovery conversation. If we have mutual clients, that's often the best place to start.
Identifying the opportunity
Once both sides have a clear picture of each other's businesses, the question becomes: what's the highest-value thing we could do together? An integration, a referral arrangement, a joint marketing event — often a combination. We want to identify the thing that generates the most return for the least friction.
Building the understanding at team level
The partnerships that generate the most commercial value are ones where the salespeople and customer success managers on both sides genuinely understand each other's products well enough to spot a fit and make an introduction. When that understanding exists at the frontline, referrals happen naturally.
Beyond that: the sky is the limit
The most mature partnerships — joint offerings, shared data, co-developed content, integrated product experiences — take time to build. But they start with a straightforward first conversation. We're not asking you to commit to anything other than that.
The upside for HR tech companies
We want to be direct about what we think a Clevry partnership can do for you — and equally honest about what it requires.
New clients and new logos
A Clevry partnership isn't a distraction from growing your own platform — it's a channel into it. When we see a fit with a client who needs what you offer, we make the introduction. That only works if you do the same for us.
A stickier product
Integrations increase retention. When clients use Clevry's assessments directly within your platform, the workflow is joined up, the data is connected, and clients who use more of the ecosystem are harder to displace — that benefits you regardless of the referral side.
Access to a new network
Clevry has an active partner network of HR consultancies and RPO organisations — many of whom are also potential clients for your platform. A Clevry partnership opens access to those relationships in a way that would be difficult to replicate independently.
Unique data insights
Where deeper collaboration is possible — particularly with performance and engagement platforms — there's an opportunity to create insights neither company can generate alone. Our work with Luther One connects who was selected with how they actually performed over time: genuinely new, commercially valuable knowledge.
Joint marketing reach
We actively collaborate with partners on webinars, events and research — including our State of AI in Talent Assessments Report and Perspectives on Talent series. We're happy to extend these platforms to the right partners.
Partnerships already in motion
Teamtailor · Applicant Tracking System
One of Europe's leading ATS platforms, known for strong employer branding capabilities and an exceptional user experience. Clevry and Teamtailor share a significant number of mutual clients, with an established integration that lets talent teams run Clevry assessments directly within the Teamtailor workflow.
Eploy · Applicant Tracking System
A modern ATS with strong traction in its home market and a growing international presence. Clevry's integration with Eploy connects assessment data directly to the hiring workflow, making it straightforward for talent teams to include psychometric assessments without adding process complexity.
Luther One · Performance & Engagement Platform
Built to help organisations understand how their people develop, perform and engage over time. This partnership is currently at the joint-offering stage — a combined proposition connecting Clevry's selection data with Luther One's post-hire performance and engagement data. The ambition: a closed-loop insight into what kind of person actually succeeds, feeding back into future hiring decisions.
Connectr · Sourcing & Pipeline
A UK recruitment tech company helping employers convert and retain the right talent, with products spanning the full candidate journey from pre-application to day one — including IntentSignals®, their award-winning pre-application tool. Clevry and Connectr are at the early stages of a partnership, with many joint customers already in place.
What Clevry delivers at enterprise scale
- ✓ Supporting a reduction in end-to-end recruitment process time of 84% for a major UK retailer, handling 22,000+ applications with consistent, objective sifting.
- ✓ Helping a large UK energy company reduce call centre attrition from 43% to 9% through values-based psychometric assessment, halving the number of assessment centres required.
- ✓ Delivering a structured Leadership Development Centre for a leading professional services firm, rated strong or very strong by 97% of participants.
- ✓ Supporting a UK university in transforming their admissions process for healthcare courses, improving diversity and increasing offers for key programmes.
Who makes a strong HR tech partner?
We're actively looking to grow our HR tech partner ecosystem — particularly in markets where we're looking to expand our client base. The HR tech companies that work best with Clevry tend to share a few characteristics:
- ✓They serve the same buyers we do. Talent acquisition, talent development, HR leadership — if your platform is in regular use by these people, we're starting from a strong position.
- ✓They have a strong product and a strong reputation. We want to be part of an ecosystem clients are proud to use. Ideally, we already hear good things about your platform from mutual clients before we even start talking.
- ✓They're hungry to grow. The partnerships that generate the most mutual value involve two companies genuinely motivated to grow each other's client base. If partnership is a box-ticking exercise for you, it won't work well for either of us.
- ✓They have shared clients already. The fastest, most credible path to a productive partnership is finding the clients we both already serve and starting the conversation there.
- ✓They have someone who owns partnerships commercially. Whether that's a partnership manager, a revenue leader, or a commercial director — the partnerships that develop fastest have a clear owner on both sides.
Our approach to HR tech partnerships
We want to be clear about something: this isn't a one-sided arrangement. We're not approaching HR tech companies as a vendor looking for distribution — we're approaching them as a potential partner, a company that works in the same space, serves the same people, and might be able to help each other grow.
That means we come to the conversation ready to give as well as receive. We'll mention you in conversations where there's a genuine fit, introduce you to clients, and invest time in making sure our team understands your product well enough to represent it credibly. In return, we ask for the same — not an exclusive arrangement, not a formal commercial commitment from day one, just a genuine willingness to explore what's possible and a shared belief that the overlap is real.
The partnerships that have worked best for us have all started from exactly that position.
Frequently asked questions
What kinds of HR tech companies partner with Clevry?
We work with companies across the hiring and people development journey — applicant tracking systems, sourcing platforms, performance and engagement software, and HRIS platforms. What they have in common is a shared buyer (talent acquisition and talent development leaders) and a product that complements rather than competes with Clevry's assessment platform.
Do we need a technical integration to start a partnership?
No. An integration is one of the most common forms a partnership takes, but it's not a prerequisite. Some of our most productive partnerships started with a joint marketing event or a referral arrangement before any technical work was done — the integration often follows naturally once the commercial relationship is working.
What does a referral arrangement look like?
It varies depending on the partnership. The common thread is mutuality: both sides commit to making introductions when they see a genuine fit. We don't operate a one-way referral scheme — we're looking for partners as motivated to send us leads as they are to receive them.
How quickly can an integration be built?
Our technical team is experienced in building ATS and HR platform integrations. Timeline depends on complexity, but we're known for moving quickly and building integrations that work cleanly in real-world environments. Get in touch and we'll give you an honest picture of what's involved.
What's in it for us commercially?
The primary commercial upside is new clients — mutual referrals that bring both sides into conversations they wouldn't otherwise be in. Beyond that: platform stickiness from integration, marketplace visibility, joint marketing reach, and in some cases, the opportunity to build joint offerings that create genuinely novel value for shared clients.
We're already talking to other assessment providers. Does that matter?
No. Our partnerships are non-exclusive. We work with multiple HR tech partners, including in the same product categories. What matters is whether the overlap with Clevry is real and whether both sides are genuinely motivated to make it work.
How do we find out if we already have mutual clients?
That's one of the first things we'd explore in an initial conversation. It's often the fastest way to validate whether a partnership makes sense — and the best starting point for building one.
Who at Clevry would we be working with?
Our partnership team. Heikki and Sian lead our HR tech partnerships and are the right starting point for any conversation — commercially minded, accessible, and genuinely invested in making partnerships generate results on both sides.
Let's find out if there's something here
If you work in HR tech and think there might be an overlap worth exploring — whether that's an integration, a referral arrangement, a joint marketing idea, or something else entirely — we'd like to talk. No pressure, no pitch. Just a conversation between two companies that might be able to help each other grow.
