When Post Bank rebranded to 365.bank, it faced a major challenge: building stable teams, selecting the right leaders, and ensuring cultural alignment with its new digital-first strategy. A wrong hire or leadership mismatch could slow down the transition, weaken team morale, and increase turnover. Traditional hiring methods weren’t enough, so the bank turned to Behavera’s simulation test and data driven culture insights to make fast, precise, and risk-free people decisions.
Transitioning from Post Bank to fully digital 365.bank wasn’t just a rebrand—it required a fundamental shift in mindset, culture, and leadership. The bank faced key risks:
✅ Hiring the wrong people – A digital bank needs employees who embrace innovation and change. Traditional interviews couldn’t reliably assess this.
✅ Unclear leadership capabilities – Managers had to lead teams through uncertainty. Choosing leaders based on past experience alone was risky.
✅ Team misalignment with the new culture – Without measuring cultural fit, there was a high chance of internal resistance to change.
✅ Increased hiring risks due to remote selection – Virtual interviews made it harder to evaluate how candidates actually behave in real situations.
"We needed to see real behavior, not just resumes or interview answers." Nina Juríková, HR Consultant
Making hiring or promotion decisions based on instinct could lead to long onboarding times, poor performance, and increased employee turnover—all of which would jeopardize the success of the transformation.
To make clear, data-driven hiring and promotion decisions, 365.bank implemented Behavera’s assessment tools:
💡 The Office Day – Tested frontline employees on customer focus, problem-solving, and teamwork.
💡 The Game Changer – Assessed managers on decision-making, leadership, and adaptability.
💡 Culture Fit Chatbot – Mapped team collaboration, openness to change, and cultural alignment.
Instead of relying on what candidates and managers said about themselves, the bank now had objective data on real workplace behavior.
"With Behavera's tools, we don’t just ask candidates what they would do – they actually do it." Nina Juríková, HR Consultant
The results gave HR and leadership clear insights into which employees were:
✅ Best suited for their roles
✅ Ready to lead through transformation
✅ A cultural match for the new bank
Where gaps were identified, the bank adjusted onboarding, training, and internal mobility programs to bridge them.
By switching to behavior-based hiring and leadership selection, 365.bank saw immediate improvements:
🚀 100% data-driven hiring & promotions – Stronger hires with proven skills and cultural fit.
🚀 Leadership aligned with transformation – Only leaders with change-driving abilities were promoted.
🚀 Faster cultural adaptation – Early identification of resistance points enabled proactive support.
🚀 Significantly reduced hiring risks – Better role fit, smoother onboarding, and lower turnover.
"We now have clear, measurable insights into how people actually work and lead. That’s a game-changer." Nina Juríková, HR Consultant
Thanks to data-driven hiring, leadership assessment, and culture analysis, 365.bank didn’t just fill positions—it built a workforce ready to thrive in its new digital-first model.