Introducing Ed Rivlin: Omni’s New Head of Assessment Strategy & Insights
As organisations face increasing complexity in talent management, recruitment, skills requirements and workforce expectations, the role of assessment has never been more critical. At Omni, we are committed to helping organisations make fairer, more confident and more informed assessment decisions — which is why we are delighted to welcome Ed Rivlin as our new Head of Assessment Strategy & Insights.
With a background that spans psychology, global consulting and in-house assessment leadership at SHL and HSBC, Ed brings a fresh, highly informed perspective on the future of assessment and its role in building exceptional organisations.
Ed’s passion for assessment began early in his academic studies in psychology, where he became fascinated by the challenge of translating complex human traits into meaningful data.
As he explains:
“I was always intrigued by the idea of being able to turn something as conceptual as human intelligence, motivation and personality into what is, in essence, a series of numbers.”
“Assessment isn’t about reducing individuals to a number — it’s about helping them, and organisations, better understand their strengths and where they may need support.”
This belief underpins Ed’s approach: assessment should not replace human judgment but strengthen it.
“Humans are generally poor decision makers – and what’s worse is they’re not aware of how poor. Using relevant, objective information to provide insight, but not the final decision, can only improve decision making.”
According to Ed, the core purpose of assessment is simple: clarity.
“Assessment helps organisations understand who is actually right for a role and why. It brings clarity to decisions that would otherwise rely on instinct or subjective judgement.”
This matters not only for employers, but for candidates too.
Fair, consistent assessment demonstrates that an organisation is serious about choosing people based on capability – not gut feel, similarity bias, or who interviews best.
The assessment landscape is evolving rapidly. Organisations are navigating new technologies, shifting skill demands and greater understanding of neurodiversity – all of which adds complexity and unfair playing fields in some instances.
Ed notes:
“Organisations need to assess for roles and skills that may be obsolete in the near future – and also for roles and skills that are completely unknown. Add the impact of AI and the need to support a wide spectrum of individual needs and assessment is more complex than ever.”
At the same time, many businesses – particularly SMEs – are investing in off-the-shelf assessment tools without the expertise to use them effectively.
“Assessment is increasingly becoming a SaaS model, but without the right expertise, organisations aren’t making the best use of it or extracting accurate insights.”
SMEs feel this most acutely:
“They’re navigating an unregulated market and may not know how to compare offerings. Just because a product worked for one customer doesn’t mean it will work for them.”
Ed joined Omni to reinforce our reputation for fairness, rigour and practical, real-world application.
“Omni combines psychology with a grounded understanding of how talent management & recruitment actually work day to day. We design processes that are rigorous and defensible, but realistic for hiring managers and inclusive for candidates.”
Unlike traditional assessment providers, Omni sits across the entire hiring lifecycle. This means we don’t simply “add a tool” into the process – we build assessments that integrate seamlessly into recruitment, talent management and organisational change.
“We are vendor-neutral and we help clients navigate which provider meets their needs and budget. We also have the in-house expertise to implement and evaluate assessments more cost-effectively than organisations could achieve alone.”
At Omni, assessment is not a product – it’s a partnership.
Ed believes that objective data now plays a crucial role in every business decision – including hiring the right people into an organisation.
“Hiring decisions are among the most important an organisation makes, yet they remain the most subjective. Investment in assessment reduces bias, makes decisions clearer and fairer, and gives hiring managers a shared language for what ‘good’ looks like.”
Good assessment doesn’t slow things down – it prevents costly mistakes.
There is no single “correct” assessment method – the value lies in selecting the right combination.
“Psychometrics show underlying potential. Structured interviews bring consistency. Simulations show behaviour in context. The sweet spot is a thoughtful blend that’s relevant, proportionate and easy for hiring managers to use.”
This tailored approach is central to Omni’s philosophy: assessment must be meaningful, not mechanical.
AI continues to disrupt the assessment industry – but not always in the right way.
“Early attempts to use machine learning to automatically assess individuals have thankfully gone. They embedded existing biases in costly ways.”
Instead, Ed sees three areas where AI will play a constructive role:
“Imagine completing an assessment and having not just a report, but the opportunity to discuss its implications for your work – whether you get the job or not.”
This future aligns perfectly with Omni’s commitment to fairness, accessibility and ongoing development.
With Ed leading our Assessment team, Omni is strengthening its position as a partner that blends psychological expertise, EDI principles and practical recruitment experience.
Ed’s vision is clear:
“Assessment should help organisations make better decisions and help individuals understand themselves better. When done well, it raises the standard of hiring decisions, supports inclusion, and improves performance at every level.”
We are proud to bring this expertise to our clients – and excited to continue shaping the future of fair, insightful and impactful assessment.
Omni’s EDI Training for Leadership Teams covers the value of leading teams inclusively, how leaders impact an organisation’s EDI agenda, barriers hindering an inclusive culture, addressing unacceptable behaviours, the complexities of microaggressions, the implications of being a bystander, and understanding laws protecting employees from discrimination.
Omni’s training covers understanding potential discrimination areas during recruitment, recognising bias and its impact, avoiding discrimination, implementing positive action and diversity strategies, making reasonable adjustments, objective shortlisting and selection through evidence-based decisions, and structured interview techniques with appropriate questions.
Omni offers tailored training programs in various formats, including face-to-face, live virtual workshops, and eLearning modules, to meet your business objectives. With a satisfaction score of over 95% and clients returning year after year, Omni has a proven track record of delivering high-quality training that meets organisational needs.
At Omni, we prioritise an evidence-based approach that ensures reliable and effective assessment processes. Our team of expert Organisational Psychologists brings extensive experience in designing and delivering robust assessments that are inclusive, skills-focused, and tailored to your unique organisational needs. We also offer flexibility and support throughout the assessment process, ensuring successful implementation and tangible results.
Our assessment solutions are designed to elevate your hiring process by identifying the best candidates based on their skills, potential, and fit for the role. We help you define the critical competencies required for success, develop tailored assessments that accurately evaluate these competencies, and provide deep insights into candidates’ aptitude and personality traits. This evidence-based approach improves productivity, reduces turnover, and ensures a positive candidate experience. There are several benefits that personality profiling can bring to the recruitment process, such as supporting inclusive hiring, improved decision making, and increased efficiency.
