What Yareta does
Yareta is the intelligence layer for people decisions. It defines what success looks like for a given role in a given context, a Success Framework, then scores real people against it with a Success Framework Score.
Each Success Framework combines validated psychological constructs (traits, competencies, culture, motivation) with hard skills and requirements. People are scored from evidence they’ve already produced: how they write, reason and communicate across CVs, pitch decks, financial models and call transcripts. Scoring never rests on self-report alone.
The output is decision support: an evidenced report with the score, an explicit confidence level and specific next actions. Yareta does not make the decision. A named human reviewer in your organisation always makes the final call.
Every score is linked to real outcomes. As they accumulate, each framework is calibrated against them, and once its predictive validity is proven, its score becomes a Predictive Number.
The same engine serves investors (backing founders and management teams), organisations (hiring and development), people consultancies (client assessments) and charities (selection and upskilling). A use-case selector at onboarding configures what you see. It’s one platform, not separate products.
Our science is anchored in established psychology and developed with academic partners including the University of Cambridge. The platform learns by calibrating against real outcomes and benchmarks. It doesn’t invent what to measure.
Why teams use it
| Property | What it means for you |
|---|---|
| Fast | Reports update as evidence arrives, in hours rather than a weeks-long consulting cycle. |
| Lower cost | Automating first-pass interpretation cuts the psychologist time each decision used to need, with a human psychologist on request. |
| Executive-grade insight, for anyone | Assessments once reserved for senior executives, often costing thousands per person, now reach anyone. Charities can give the people they support a profile benchmarked against top-performing leaders, showing their strengths and where to develop. |
| Evidence-based | Every score and flag is grounded in sourced evidence and anchored in validated psychometric science. |
| Transparent frameworks | Every Success Framework is open to you: what it measures, how it’s weighted and why. |
| Fully auditable | Every finding traces back to its source evidence, with a full audit trail. Where a psychologist adds judgement, that reasoning is recorded too. |
| Gets sharper over time | Frameworks are linked to real outcomes (who was hired, who raised, how a team performed), so weightings recalibrate toward what actually predicts success. |
| One framework, two depths | Hard filters (e.g. years of experience) and inferred behaviour sit in the same framework, so you can screen at volume or go deep on one person. |
| Succession planning & internal mobility | Score existing people against any role’s Success Framework to see who’s ready to step up, who to develop and where the bench is thin. |
From individuals to teams
The same approach extends beyond one person. When several people from one team are scored, Yareta maps:
- which framework domains are covered
- which are carried by a single person
- which are uncovered (gap / breakdown risk)
You can use that view to assess a team today and, over time, to compose complementary ones.
Every team we see adds to what we know. Each team outcome, whether it succeeded or broke down, drawn from our proprietary outcome data and from customer mandates, sharpens our understanding of what high-performing teams look like. That builds team Success Frameworks: function-level pictures, such as a high-performance sales or marketing team, across company stages from early-stage to large enterprise.
It also sharpens individual scoring. A person isn’t scored in isolation but against the team and environment they’d join, so as team outcomes accumulate, Yareta gets better at showing whether someone is likely to succeed in that specific context, not just in the role on paper.
What you will not find in Yareta
- An automated hire / invest / reject button
- Scores generated by a language model
- A requirement that every candidate sit a long consulting interview before you see a first report
Continue with product components, how scoring works, or getting started in the portal.