Mission & Vision

Arena’s mission is to use data to transform the workforce such that people and organizations thrive.

Data Illuminating Talent

Reduce bias | Forecast performance | Retain exellence

The talent tool with candidates most likely to succeed

Who will thrive or struggle prior to hire

A diverse high-performing workforce

Our Vision

  • One of the core tenets of a just, peaceful, and productive society is hope.  Hope is the belief that the future can be better than the present or the past, and that actions and behaviors will create that better future.
  • The opportunity for an individual to find work that is meaningful, work that can create a pathway to a better financial future, is central to hope.
  • Work provides food, shelter, and safety. Beyond that, work provides meaning, pride, challenge, and worth. From the perspective of an organization or society broadly, work creates value and growth, thereby allowing greater fulfillment for each individual as well as society as a whole.
  • By helping organizations connect people with meaningful work without being distracted by biases and incorrect assumptions, we will contribute to a society that is more just and productive.  This society will provide economic growth and opportunity, and be filled with hope, optimism, and happiness.

Our Reality – The Labor Market is Broken

  • People make talent decisions based on remarkably limited information:
    • Signals in resumes,
    • Personal anecdotal experiences, and
    • Conscious or unconscious biases.
  • As a result:
    • People are frequently hired, promoted, or moved into roles and into organizations where they are not as likely to succeed.
    • People are regularly not hired, promoted, or moved into roles or organizations where they would excel, and
    • Organizations commonly fail to hire, promote, or move the person who will be exceptional in the role they need to fill.
  • This means that organizations do not thrive as they could:
    • Some individuals end up in jobs where they are unsatisfied, underutilized, and frustrated,
    • Other individuals are blocked from opportunities where they would excel. 

Under these circumstances, neither individuals nor organizations thrive; and society as a whole suffers.

Our Plan

  • We realize our vision only with data. The premise of Arena is that hirers make decisions without the benefit of the most relevant information. Our use of more data — and higher-quality data — fixes that problem and renders our:
    • Predictions more accurate,
    • Product more flexible,
    • Results more robust,
    • Assumptions better challenged, and
    • Company more competitive.

We are constantly sourcing, analyzing, and incorporating new data into our models.

  • We use data to remove bias from the hiring process. This enables employers to hire the best person for each position and connects people to meaningful work where they will excel.
  • We focus on employers and employment outcomes as the keys to this strategy.  Employers control the resource that is the job. They control the resource that is information about the outcomes related to organizational performance and individuals.  To change the labor market, we must change the behaviors of those who control these resources.
  • We motivate organizations to use our technology by displaying dramatic results. We must demonstrate that the use of data in hiring and promotion decisions enables organizations to out-perform their peers on key metrics: workforce productivity, worker satisfaction, organizational diversity, customer satisfaction, and financial performance.

As a partner, we need a genuine understanding of the culture, operations, and expertise within our client organizations. Even as we teach, we must listen, learn, and adjust.

  • We keep constant focus on the worker experience. Our mission requires us to pay relentless attention to the workers’ experience during the hiring process, their satisfaction working on the job, and their success in executing their responsibilities.
  • Organizational adoption will not be enough. Just like organizations need to change the way they evaluate and deploy talent, people will need to be open to different types of work.  For our efforts to make the systemic impact we seek, we will need strong relationships with job seekers as well as employers.