Migrate from Talogy to Sova: 8 Week Implementation Plan

Why enterprise teams migrate from Talogy to Sova

In Q4, you stop assessing candidates because your Talogy credit budget runs dry, forcing you back to CV screening that misses talent and creates compliance risk. Your team spends substantial time weekly chasing candidates, manually updating ATS records, and explaining dense psychometric reports that hiring managers ignore. The CFO questions why recruitment costs keep climbing while first-year attrition remains stubbornly high.

Talogy's model reflects its history as a rollup of legacy test publishers. Talogy was formed through multiple acquisitions, and while the company emphasizes a unified platform, integrating diverse assessment tools can create inconsistent candidate experiences. Credit-based pricing creates artificial scarcity. You budget based on custom pricing arrangements, but higher-than-expected application volumes may still require reassessing spend against screening quality trade-offs.

Sova houses cognitive tests, personality questionnaires, situational judgment scenarios, video interviews, and virtual assessment centers in one candidate journey. Engagement frameworks start with baseline estimations that scale based on actual hiring volume and candidate pool evaluation, removing the capacity constraints that force narrow funnel filtering.

Vodafone consolidated 60+ assessments across 4 platforms into Sova's system. Their commercial model removed software license and assessment credit constraints, allowing hiring teams across their global organization to adopt the technology at scale and pace.

"Sova was an excellent platform to utilise for our graduate recruitment volume hiring. The team were excellent in their delivery and I thoroughly trusted the partnership." - Verified User on G2

Pre-migration audit: What to document before you switch

Begin by mapping your current state in three dimensions: contractual obligations, assessment inventory, and stakeholder requirements.

Contract and data review: Check your Talogy contract for notice period requirements and data export clauses. Request candidate assessment data in machine-readable format (CSV or JSON) covering the past 12-24 months for your internal data warehouse. Confirm data ownership rights, particularly for psychometric instruments where Talogy holds licenses from third-party publishers. Document current costs: base fees, per-candidate charges, overage fees, and additional costs for video interviewing or scheduling tools.

Assessment mapping: List every Talogy assessment currently in use across your organization. Common legacy products include Logiks cognitive ability tests, PAPI personality inventories, and Caliper Profile for personality and cognitive evaluation. Note which roles use which assessments, current pass/fail thresholds, and any job analysis documentation supporting your current battery. This inventory forms the basis for mapping to Sova's validated assessment library during Weeks 3-4.

Stakeholder alignment: Brief your IT team on upcoming ATS integration requirements. Your CISO will need to review Sova's ISO 27001:2017 certification, GDPR compliance documentation, and AWS data residency specifications (London/Dublin for UK clients). Legal requires confirmation that new assessments maintain job-relevance standards and adverse impact monitoring capabilities. Hiring managers need advance notice that report formats will change, emphasizing clearer, actionable insights rather than technical jargon.

Build buffer time into your plan if switching during peak hiring season. Graduate recruitment campaigns or retail seasonal hiring warrant either accelerated timelines or delayed go-live dates to protect candidate experience.

The 8-week migration roadmap

This timeline reflects typical mid-market implementations (1,000-10,000 employees) for volume hiring. Enterprise organizations with custom competency frameworks may extend to 12 weeks.

Weeks 1-2: Technical discovery and ATS integration setup

You configure native ATS connectors with your IT team during the first fortnight. For Greenhouse integration, retrieve your API key from your Sova representative, then provide it to your Greenhouse Account Manager to enable the assessment stage. Once you configure the connector, add Sova Assessments as an interview stage in your Greenhouse interview plan, send assessments by clicking Send Test, and access submitted results via links in the Interview Kit.

Workday integration follows similar principles. Sova's team maps assessment score fields to your Workday candidate profile custom fields. Test data flows in your sandbox environment before production deployment. Verify that candidate completions automatically update ATS status and trigger workflow rules.

Initial scoping establishes baseline expectations around your anticipated hiring volume and candidate pool evaluation scale. The engagement framework considers actual candidate pool size, scope refinements, customization requirements, and integration complexity. This ensures you align the commercial model with your hiring success rather than creating fixed capacity limits.

You configure user roles and permissions during Week 2. Add users to Sova's portal with appropriate access levels: recruiters need candidate invitation and results viewing capabilities, hiring managers require read-only access to reports, and your TA operations lead needs full administrative rights for project configuration.

Weeks 3-4: Mapping Talogy assessments to Sova's validated library

Map Talogy's legacy products to Sova's validated instruments during Weeks 3-4. Your TA team reviews current assessment batteries with Sova's science team to identify equivalent instruments that maintain job-relevance standards.

Talogy's Logiks cognitive tests integrate with Sova alongside its numerical reasoning assessments. PAPI personality questionnaires play similar to Sova's personality assessments that provide insights into core traits and behaviors, understanding how individuals interact with others, approach their work, and fit within company culture.

Replace Talogy's situational judgment tests with Sova's blended evaluations that combine personality questionnaires, SJTs, and cognitive assessments tailored to role requirements. The platform assesses values, motivation, and skills through validated methodologies. This combines cognitive, personality, and technical evaluations into one holistic view rather than disconnected instruments.

Pre-built assessment libraries for common use cases (graduate schemes, contact center roles, retail management) deploy in hours to days. Custom competency framework mapping requires additional time but ensures precise alignment with your organization's talent strategy.

Weeks 5-6: Configuration, branding, and pilot testing

You customize the candidate experience to reflect your employer brand. You upload your logo and color schemes, configure email templates for invitations and reminders, and set up the Candidate Preparation Hub with practice tests and FAQs. This preparation resource explains what candidates will encounter, reducing anxiety and increasing completion rates.

Sky's branded experience with clear instructions drove online assessment completion from 51% to 86% (a 68.63% increase). Video interview completion jumped from 31% to 56% (an 80% uplift) because candidates navigated one unified platform rather than switching between separate tools for different assessment stages.

Run a parallel pilot with 50-100 candidates during Weeks 5-6. Select one high-volume role where you currently use Talogy assessments and invite applicants to complete equivalent Sova assessments. Track completion rates, candidate feedback, time-to-completion, and hiring manager satisfaction with report clarity. Compare these metrics against your Talogy baseline to validate improvement before full deployment.

"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

Configure automated decision workflows during Week 6. You set thresholds where candidates meeting certain score criteria automatically advance to video interview stage, others receive holding communications, and remaining candidates get personalized feedback reports explaining results.

Weeks 7-8: Team training and full go-live

You train recruiters on the unified Sova platform during Week 7. Focus your training on core workflows where recruiters create projects, invite candidates in bulk, monitor completion rates, review flagged cases from Integrity Guard (Sova's proctoring system), and access candidate reports. Emphasize management by exception (automated systems handle routine pass/fail decisions while recruiters focus on edge cases requiring human judgment).

Understanding the Candidates tab shows recruiters how to track candidate progress through assessment stages, view completion status, access individual reports, and move candidates to next phases. The interface consolidates information previously scattered across Talogy portals, video interviewing tools, and spreadsheets.

Brief hiring managers during Week 7 on new report formats. These 1-page visual reports highlight candidate strengths, explain environments where individuals thrive, note support they may need to succeed, and provide targeted interview questions. This contrasts with Talogy's dense multi-page reports filled with stanines, percentile ranks, and technical terminology that hiring managers struggled to interpret.

You switch your live ATS link during Week 8. Update Workday or Greenhouse interview plan templates to trigger Sova assessment invitations instead of Talogy. Monitor the first 100 candidates closely for integration issues, email delivery problems, or candidate questions. Your Sova customer success manager provides daily check-ins during the first week post-launch to resolve any friction points immediately.

"The partnership and can do attitude of Sova employees is first class. I completely trust Christine Higgs and the wider Sova team to support me and my business and they have not let me down." - Jenna A. on G2

Talogy vs. Sova: Operational comparison for volume hiring

Volume hiring exposes credit-based models' core flaws: budget exhaustion mid-campaign and substantial time spent on manual administration. When assessing 2,000 contact center applicants or 500 graduate scheme candidates, operational efficiency and budget predictability determine program success.

Automated workflows vs. manual administration: Talogy's model typically requires manual candidate invitation and completion tracking through separate portals. You then export CSV results and manually import them into your ATS. Nationwide cut manual administration significantly through Sova's automated workflows where candidates receive invitations automatically based on ATS stage transitions, complete assessments through self-service portals, and have results written back to candidate profiles without recruiter intervention.

Significant reduction in candidate queries occurred due to the easy-to-use platform interface, allowing Talent Acquisition teams to focus on higher-value activities rather than troubleshooting technical issues and resending broken links.

Budget predictability vs. credit anxiety: Talogy's per-candidate model creates constant budget monitoring. You calculate remaining credits, forecast whether current hiring velocity will exhaust allocation before year-end, and sometimes stop assessing candidates mid-campaign to preserve budget.

Sova's engagement framework scales with your actual hiring outcomes rather than imposing arbitrary candidate limits. Initial baseline estimates adjust based on realized hiring volume and candidate pool evaluation scale, subject to fair-use applicant-to-hire ratios. This unlimited model enables broader candidate evaluation than credit-constrained approaches, supporting true skills-based hiring across entire applicant pools.

Unified candidate experience vs. tool-switching friction: Talogy offers a unified integration through its TalogyTech platform across different assessment stages despite its acquired-product architecture. Candidates complete cognitive tests in one portal, personality questionnaires in another, then switch to a third-party video tool. Each additional step increases drop-off risk.

"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

Mitigating migration risks: Data, compliance, and downtime

Three primary risks require specific mitigation strategies: losing historical candidate data, compliance continuity gaps, and operational downtime during transition.

Historical data preservation: Export all candidate assessment data from Talogy before contract termination. Request complete data sets including candidate identifiers, assessment scores, completion timestamps, and any adverse impact analyses run during your Talogy tenure. Store this data in your own data warehouse to maintain chain of data ownership and satisfy data protection requirements if candidates request access to their historical assessment records.

You can maintain reference data for candidates assessed under the old system while new applicants complete Sova assessments. Over time, your active candidate pool naturally transitions to the new system as historical applications age out.

Compliance continuity: Sova maintains ISO 27001:2017 certification, GDPR compliance, and CyberEssentials Plus through annual third-party audits. For UK and EU clients, Sova stores data in AWS London/Dublin facilities to maintain geographic data sovereignty requirements. Multi-factor authentication, single sign-on via SAML2 and OAuth2, role-based access controls, and data anonymization features align to organizational GDPR policies.

Legal teams concerned about adverse impact monitoring should review Sova's fairness analysis capabilities during Weeks 1-2. The platform monitors fairness across demographics with documented analysis, providing the defensibility your Legal team requires if facing discrimination claims.

Zero-downtime transition: Avoid "big bang" cutover where you switch all roles simultaneously. Instead, phase deployment by role family or business unit. Week 8 goes live with one high-volume programme (graduate scheme or contact center hiring), Week 9 adds retail management roles, Week 10 expands to professional services positions. This staged approach limits blast radius if integration issues emerge and allows your team to build confidence before full deployment.

Run systems in parallel temporarily if necessary. Direct candidates to both platforms during Weeks 8-10, comparing completion rates, hiring manager feedback, and quality-of-hire indicators. Once Sova demonstrates equivalent or superior performance, complete the transition.

"The platform is easy to use and user-friendly for Recruiters, Assessors and Candidates... The team is also incredibly responsive to feature requests and suggested areas of improvement." - Verified user on G2

Post-migration checklist: Validating your new process

Monitor these metrics during your first 30 days post-migration to confirm successful implementation:

1. Verify ATS integration reliability: Confirm that assessment completions automatically update candidate profiles within expected timeframes. Check data mapping accuracy for score fields and status transitions.
2. Track candidate completion rates: Measure percentage of invited candidates who finish assessments. Target 69%+ completion compared to your Talogy baseline.
3. Document admin time savings: Track weekly hours spent on assessment administration (sending invites, chasing candidates, updating ATS, generating reports). Compare against pre-migration baseline.
4. Survey hiring manager satisfaction: Poll hiring managers monthly on report clarity and confidence in assessment data. Monitor satisfaction trends over first 90 days.
5. Monitor candidate feedback: Review Glassdoor and candidate survey responses for assessment experience comments. Flag any negative patterns for immediate resolution.
6. Review compliance readiness: Run adverse impact analysis for your initial candidate cohorts assessed through Sova. Monitor for statistically significant disparities by protected characteristics.
7. Track technical incident rates: Log any integration failures, email delivery issues, or platform errors. Escalate patterns to your customer success manager for engineering investigation.

Schedule periodical business reviews with your Sova customer success manager. Review candidate volumes, completion rates, integration performance, and any feature requests your team identified during initial usage.

Migrating from Talogy to Sova replaces fragmented vendor relationships, unpredictable credit consumption, and manual administrative burden with unified automation that scales as your organization grows. The 8-week roadmap provides structured implementation while protecting candidate experience and hiring velocity. Organizations report significant administration reductions, substantial completion rate improvements, and consolidated tool stacks that free recruitment teams for strategic talent work.

Book a migration consultation to map your current Talogy assessments to Sova equivalents and build your implementation timeline. Review pricing frameworks to compare success-aligned models against credit-based constraints over 36 months.

Frequently asked questions about switching assessment platforms

Can we keep historical Talogy candidate data? Export all data before contract termination and store in your internal data warehouse. Sova cannot import Talogy's proprietary scores, but you retain reference data for compliance and candidate access requests.

How long does Workday or Greenhouse integration take? Implementation timelines vary based on complexity. Standard configurations typically take days to weeks. Complex custom workflows may require additional time for thorough testing.

Will candidates notice the switch? Candidates experience improved mobile responsiveness, clearer instructions, and unified journeys replacing multi-portal frustration. Sky achieved 90% candidate satisfaction with 85% appreciating clear instructions and engaging assessments.

What happens if integration fails mid-campaign? Sova's platform operates independently of ATS connectivity. If integration fails, candidates still complete assessments and you export results manually while technical teams resolve the issue. This prevents candidate-facing disruption.

How quickly can we resume hiring if we delay migration? Pre-built assessment libraries deploy in hours to days. If your Talogy contract expires before migration completes, Sova provides rapid deployment pathways maintaining hiring velocity.

Key terminology for assessment migration

Unified platform: Single technology environment housing cognitive assessments, personality questionnaires, situational judgment tests, video interviews, and virtual assessment centers, eliminating tool-switching and manual data reconciliation.

Success-aligned pricing: Commercial model where baseline engagement estimates scale dynamically based on actual hiring volume and candidate pool evaluation, removing fixed capacity constraints that force narrow funnel filtering.

Native ATS connector: Direct integration writing assessment results to Workday, Greenhouse, or SuccessFactors candidate profiles automatically, triggering workflow rules without manual CSV export and import.

Adverse impact analysis: Statistical monitoring of assessment pass rates across protected demographic groups (gender, ethnicity, age, disability status) confirming fair evaluation and providing legal