Use cases
Yareta exists to help you build high-performance teams. That means getting the right people in, combining them well, developing them, and stepping in early when a team is at risk.
The same pipeline serves every customer type. At onboarding you choose investor, organisation, people consultancy or charity. That flag controls which products appear. Switching is a configuration change, not a new backend.
Monetisation is layered through report types, tiers and credits on that pipeline. See Billing.
The team lifecycle
Every use case follows the same four stages:
| Stage | What Yareta does |
|---|---|
| Select | Score founders or candidates against a Success Framework before you invest or hire |
| Compose | See how people fit together: covered domains, key-person concentration, gaps |
| Develop | Target development at the gaps, with probing questions and focus areas for each person |
| Intervene | Flag early signs of team breakdown risk so you can step in before performance drops |
Breakdown risk is an early signal, informed by outcome-labelled teams. A named human reviewer must validate it before it informs any decision. See Teams.
Investors
- Select: model success for a founder role and score your live funnel, with real-time management due diligence from CRM evidence (decks, models, transcripts)
- Compose: assess the founding team as a unit, not just the CEO
- Develop: optional psychometrics and a psychologist in the loop on request
- Intervene: post-investment, assess and support portfolio teams that are underperforming or fragmenting. These engagements also strengthen Team Success Frameworks.
Typical workspace: groups of companies, company and founder pages, Success Frameworks, integrations. See Investor workspace.
Organisations
- Select: filter and score candidates at volume against a Success Framework, screening on explicit requirements (e.g. years of experience) with behavioural inference on top. Release the psychometric to candidates, or score interviews as they happen.
- Compose: build and complement management teams and hiring squads, seeing where strengths are covered and where gaps sit
- Develop: use succession and internal-mobility views to see who’s ready to step up and where the bench is thin, with targeted probes for each person
- Intervene: monitor existing teams for breakdown risk and act before it shows up in results
Team pages sit under Company for role-based squads. See Organisation & charity.
People consultancies
- Select: bring scored, evidenced shortlists to executive search and leadership mandates
- Compose: advise clients on leadership-team composition and succession, backed by data
- Develop: deliver development programmes and outplacement support anchored in each person’s profile
- Intervene: run team diagnostics and turnaround work for clients, with Yareta handling first-pass interpretation
Charities
- Select: score the people you support against validated frameworks built from people who went on to succeed, with no calibration programme needed
- Develop: give each person an executive-grade profile benchmarked against top-performing leaders, showing strengths and where to develop
Charities typically use Yareta-provided frameworks rather than building their own. Charity teams sit under the charity dashboard, parallel to company teams.
Two sources of people
- Your funnel: CRM, portal, forms, Zapier
- Yareta’s assessed network (where contracted): people already assessed by Yareta who have consented to be discoverable. Request an introduction to those who fit your framework.
Delivery choice
Use Yareta as your system of work, or as an intelligence layer on top of your CRM or via API. Non-technical teams are the default audience. Yareta manages integrations with you.