Why Companies Switch From Talogy: Real Migration Reasons

Q4 budget planning brings familiar challenges. Talogy contract renewals arrive with projected cost increases due to assessment volume growth. You assess 2,000+ candidates annually but per-candidate pricing constrains how many you can evaluate. Legal requests adverse impact reporting across all applicants. Your ATS team mentions the integration still requires daily CSV exports and manual status updates. Candidates complain about logging into separate systems for cognitive tests and video interviews.

This pattern drives migration decisions for recruitment operations managers across enterprise organizations. The challenge extends beyond invoice amounts to encompass the operational cost of managing fragmented assessment ecosystems assembled through acquisitions rather than built as unified platforms.

The Talogy consolidation: What it means for your assessment strategy

Talogy unified 16+ acquired assessment companies under one brand in March 2022, bringing together PSI, Cubiks, Caliper, JCA Global, Performance Assessment Network, Select International, EB Jacobs, IPAT, Ottmann, Human Scope, Performance Based Selection, a&dc, Innovative HR Solutions, OPRA, Human Systems Technology, Propel, and Solvably. PSI made eight acquisitions in 2021 alone before the brand consolidation.

Aggregator models create inherent structural challenges. When companies acquire multiple assessment publishers, each brings its own technology stack, integration architecture, support infrastructure, and product roadmap. The result resembles managing three separate CRM systems under one logo rather than a purpose-built unified platform designed for workflow efficiency.

You experience this friction directly when logging into different portals for personality assessments versus cognitive tests, when troubleshooting integration issues that vary by assessment type, and when your candidates abandon the hiring process. Research shows 60% of job seekers quit applications due to length or complexity. The operational burden extends beyond vendor management to affect every stakeholder in your hiring process.

5 common reasons enterprise teams migrate away from Talogy

1. The per-candidate pricing trap limits talent pools

Per-candidate pricing models create an artificial constraint that forces recruitment teams to narrow candidate pools before assessment rather than using validated tools to identify actual capability. When each assessment represents incremental cost, budget considerations override scientific hiring practices.

If you hire contact center representatives or run early careers programs at scale, per-candidate models force you to screen 80% of applicants by CV and university credentials before accessing assessment tools. This economic pressure perpetuates bias and causes you to miss hidden talent from non-traditional backgrounds. Multiple industry studies confirm 60% of candidates abandon applications due to process complexity, but the deeper issue emerges when you can only afford to assess a fraction of qualified applicants.

One recruiter using Sova's unified platform noted the transformation:

"The system is very agile and one can use it for multiple assessment approaches. Platform easy to navigate and customer support are very responsive and knowledgeable." - Rabei W on G2

Sova designed Sova's engagement framework to start with a baseline estimation that scales to reflect your hiring volume and assessment needs, enabling you to assess entire candidate pools rather than pre-filtering based on budget constraints. Unlike traditional per-candidate models where costs increase linearly with volume, Sova's success-aligned pricing ensures you pay for delivered value rather than fixed capacity limits. Organizations assess broader talent pools while maintaining cost predictability, identifying high-potential candidates previously filtered out by credential screening.

2. Fragmented platforms create disjointed candidate experiences

Aggregator platforms force your candidates to navigate separate logins for cognitive tests, personality questionnaires, and video interviews. Each handoff creates friction that compounds drop-off rates.

Industry research demonstrates 58% of job seekers cite long hiring processes as major frustrations, but process length correlates directly with tool fragmentation. When candidates receive three separate email invitations requiring distinct logins and browser requirements, completion rates plummet. Recent data shows 25% of candidates drop out during the interview stage, the highest abandonment point in recruitment funnels.

Sky transformed this experience by consolidating their assessment journey onto our unified platform, achieving online assessment completion rising from 51% to 86% and video interview completion jumping from 31% to 56%. Candidate feedback was overwhelmingly positive, with 90% finding the assessments engaging and 85% appreciating clear instructions.

Sova provides one platform combining assessments, video interviews, and virtual assessment centres accessible through a single sign-on. Candidates access Sova's Candidate Preparation Hub with practice tests before formal assessment, reducing anxiety and improving completion rates. The platform works on mobile, tablet, or laptop, allowing candidates to use whichever device feels most comfortable.

3. Integration limitations with modern ATS ecosystems

Legacy assessment aggregators often market integration capabilities that materialize as daily batch file exports requiring manual import, field mapping troubleshooting, and status synchronization failures consuming hours of administrative time weekly.

You experience this friction when assessment scores don't automatically populate candidate profiles in Workday or Greenhouse, when workflow triggers fail because data synchronization runs only overnight, and when your team spends dozens of hours weekly sending assessment links, chasing candidates, and manually updating ATS records. One enterprise user noted this exact challenge:

"Platform lacks some functions and we are quite reliant on the internal team for setup" - Verified user on G2

Sova built native ATS integrations with Workday, Greenhouse, and SAP SuccessFactors that enable bi-directional data flow. When a candidate completes an assessment, Sova pushes scores to your ATS in real-time, updates candidate profiles automatically, and notifies hiring managers that reports are ready for review. Assessment completion triggers automatic status updates, next-stage invitations, and workflow progression without recruiter intervention.

"The platform is easy to use and user-friendly for Recruiters, Assessors and Candidates. One of the key benefits is being able to set up your assessment processes through one platform rather than multiple tools and vendors." - Verified user on G2

Sova's integration automatically updates candidate progress through hiring stages, eliminating manual administration. Vodafone achieved significant reduction in HR admin time due to automated workflows when they consolidated their assessment technology.

4. Support challenges in a conglomerate model

Organizations managing portfolios of acquired companies often struggle to provide consistent support experiences across product lines. When your technical issue involves integration between tools from different legacy companies, support tickets bounce between teams or sit in queues while you determine ownership.

You submit a ticket about field mapping errors in your ATS integration and wait for initial response, then discover the support team handling that particular assessment type operates on different SLA standards than the video interview team. Meanwhile, candidates await invitations and your hiring manager questions whether the new system actually saves time.

"Great platform, perfect for our needs. The team at Sova were incredibly supporting during the implementation of the platform given we had a very tight timescale." - Verified user on G2

Another user emphasized the support quality difference:

"Sova has responded quickly to queries and requests, which is not always found in larger vendors. Their platform is easy to navigate and self-explanatory and provides a seamless candidate experience." - Natalie H on G2

Sova assigns you a dedicated customer success manager who provides ongoing support, with tech support from qualified business psychologists and same-day resolution for technical issues. One unified team handles your entire platform experience rather than routing requests through multiple acquired divisions.

5. Lack of unified virtual assessment centres

Traditional assessment aggregators excel at delivering individual test instruments but often lack integrated virtual assessment centre capabilities, forcing organizations to cobble together Zoom meetings, Excel spreadsheets for scheduling, and manual scoring rubrics across separate systems.

Running assessment centres for graduate finalists requires cobbling together video conferencing, scheduling spreadsheets, email calendar invitations, assessor training on separate scoring forms, and manual results consolidation. The process consumes significant coordination time and creates inconsistent evaluation standards across assessor panels.

Vodafone faced this exact challenge before reducing over 60 pre-hire assessments and tools into one unified platform. They transformed their approach by consolidating technology, which enabled hiring teams to focus on higher-value activities while automation reduced administrative burden.

Sova's Virtual Assessment Centre module enables you to build engaging virtual assessment centres with live interactive exercises and interviews, track candidate progress, access real-time insights, and identify top talent at scale. Assessors use the same platform for scoring group exercises, case studies, and competency-based interviews, ensuring consistent evaluation standards. Organizations report significant cost reductions from eliminating in-person venue hire while maintaining assessment quality through scientifically designed rubrics.

"SOVA provides candidates with an analytical and logical assessment that goes beyond what recruiters can judge from a CV alone... The customer support is excellent, offering prompt assistance with technical issues." - Nagma S. on G2

Comparing the models: Legacy aggregators vs. unified platforms

When you evaluate total cost of ownership, consider not only assessment fees but also administrative burden, integration maintenance, and vendor coordination costs. A unified platform typically reduces three vendor contracts to one while eliminating the operational overhead of managing fragmented systems.

Migration roadmap: How to switch without disrupting hiring

Fear of disruption keeps many organizations locked into legacy systems despite operational friction. However, structured migration approaches minimize risk while delivering immediate efficiency gains.

Week 1-2: Discovery and Configuration

Sova's implementation team works with you to configure native ATS integration in a sandbox environment, testing data flow between Sova and your Workday or Greenhouse instance. Your IT teams validate field mapping while you select assessments from Sova's pre-built validated libraries for Early Careers, Volume Hiring, or Leadership roles. You customize branding, email templates, and candidate communication workflows during this phase.

Week 3-4: Pilot and Validation

Run a parallel pilot: assess 50 candidates for one role through both your existing system and Sova. Compare completion rates, hiring manager feedback, and administrative time requirements. This controlled test validates integration accuracy and builds stakeholder confidence. You map existing competency frameworks to our Skills Library or configure custom assessment approaches based on specific role requirements.

Week 5-6: Rollout and Optimization

Launch Sova for all new requisitions while maintaining legacy system access for in-flight candidates. Sova trains your team on recruiter dashboards, candidate management, and automated workflow configuration. Your dedicated customer success manager provides daily support during initial rollout, addressing questions and optimizing configurations based on early usage patterns.

One organization noted the implementation support quality:

"Great platform, perfect for our needs. The team at Sova were incredibly supporting during the implementation of the platform given we had a very tight timescale." - Verified user on G2

You can transfer your historical validation evidence by documenting job-relevant competencies measured through assessments. Sova validates its assessments using peer-reviewed methodologies showing meaningful relationships with job performance outcomes, providing defensible selection criteria for legal and compliance review.

Case study: What changes when you move to a unified model

Sky faced typical challenges with fragmented assessment tools before they consolidated onto our unified platform. Their candidates navigated multiple systems for different assessment stages, completion rates languished below 55%, and recruitment teams spent excessive time on administrative coordination.

After migration, Sky achieved 69% increase in online assessment completion rates, with completion rising from 51% to 86%. Video interview completion jumped 80%, increasing from 31% to 56%. Most significantly, 90% of candidates found the assessment process engaging and 85% appreciated clear instructions throughout the journey.

The transformation extended beyond candidate experience to operational efficiency. Sky's recruitment operations team reclaimed time previously consumed by manual administration, reallocating capacity toward strategic talent evaluation and hiring manager partnership. Sova's unified platform eliminated vendor coordination overhead while providing stronger assessment data through validated psychometric instruments.

Vodafone achieved similar outcomes by reducing 60 assessments across 4 platforms to our unified system, assessing over 65,000 candidates with 74% finding the experience engaging.

"Knowlegeable, flexible and thinking in solutions. They are ahead in the curve in adopting new assessment technologies. Great relationships." - Tom V. on G2

Is it time to re-evaluate your assessment partner?

Staying with legacy assessment aggregators costs more than switching when you calculate the total burden. Count fragmented platforms, per-candidate pricing constraints, integration complexity, and administrative overhead. You face a choice: accept operational friction as permanent reality or invest 4-6 weeks in migration toward unified platforms that reduce costs while improving candidate experience and hiring quality.

You crystallize your migration decision during budget planning when candidates abandon your hiring process because they encounter multiple disjointed systems, when your ATS implementation team highlights integration limitations blocking workflow automation, or when you project assessment costs growing with volume increases.

Book a consultation with Sova to evaluate how a success-aligned pricing framework compares to your current assessment costs based on your specific hiring volume and candidate pool size, or explore migration planning resources detailing the step-by-step process for switching platforms without disrupting active hiring campaigns.

Frequently asked questions about switching from Talogy

How long does migration to Sova typically take?

Sova implements Core plans in 2-4 weeks for standard configurations using pre-built assessment libraries. More complex custom implementations requiring tailored competency mapping take 6-12 weeks according to Sova's implementation documentation.

Can we map existing Talogy competencies to Sova assessments?

Yes. Sova's Skills Library provides 38 soft skills and 5 skill accelerators for standard mapping. Sova can configure custom competency frameworks through dedicated implementation support.

How does Sova's pricing compare to per-candidate models?

Our engagement framework starts with a baseline estimation that scales dynamically based on actual hiring volume and candidate pool size, enabling you to assess entire applicant pools rather than pre-filtering based on budget constraints.

What happens to in-flight candidates during migration?

You typically run systems in parallel for 2-4 weeks. Your current candidates complete assessments in the legacy system while new requisitions launch through Sova.

Does Sova maintain scientific validation standards?

We validate our assessments using peer-reviewed methodologies showing meaningful relationships with job performance outcomes. Our partnerships include established assessment publishers for scientifically rigorous content that meets EFPA and British Psychological Society standards.

Key terminology

Unified Assessment Platform: Sova built a single integrated system combining psychometric assessments, video interviewing, and virtual assessment centres with native ATS integration. This eliminates the need for multiple vendor contracts and manual data reconciliation.

Adverse Impact Analysis: Statistical monitoring ensuring selection processes demonstrate fairness across protected demographic groups, typically using the four-fifths rule to identify disparate impact requiring remediation.

Success-Aligned Pricing: An engagement model where costs scale based on actual hiring outcomes, candidate pool evaluation size, and realized value rather than fixed per-candidate fees that artificially constrain hiring pools.

Native ATS Integration: Real-time bi-directional data flow between assessment platforms and applicant tracking systems, automatically updating candidate statuses and triggering workflow progression without manual intervention or batch file exports.