"She liked the idea that the platform is accessible to small and mid-sized companies, and, according to her, it’s “economical even to non-US companies."

"We receive 100’s of applications each year and struggled to select the best ones efficiently and without bias. With TestGorilla we now automate our candidate screening based on job skills and fit. It saves us so much time and good candidates love to showcase their talent!"

“I talk to people on the phone, and I’m not quite sure about their PPC skills. Once they take the test, I often find out they do not know many of the basics."

“In my position, I hire a lot of seasonal workers just for the summer because more people are cruising during the summer. So basically, my customer care team goes from 5 people, let's say, in December to 30 people from June to the end of August.”

“Before TestGorilla, our hiring process was inefficient and very manual. It pulled us away from building the product.”

“Honestly, a resume isn't our main focus because we're not hiring a piece of paper, we're hiring for skills. We only use resumes to reference a candidate's personal information.”

“Once you pass our hiring process, and you get that start date, you go through two weeks of an onboarding program, where our instructional design team is putting people through a lot of TestGorilla assessments and using the timing feature pretty frequently. Because when we're delivering assets to clients, there's …

"Paolo feels that TestGorilla’s skills tests help evaluate candidates’ level of motivation, too. Not everyone is willing to put time and effort to take the assessment, which gives Hydroemission’s team a direct indication of who their most motivated applicants are."

“Someone came in; they presented themselves very well. They impressed us with what they were saying. And for all intents and purposes, we probably would have considered hiring them. But when they took the assessment, they did quite awfully. we looked at that, and we just said, no, there are …

"In sales, the key things we look for are cultural alignment with our company, as well as specific communication skills, business understanding, negotiation skills, and, if possible, prior industry experience. It’s also essential that the person we hire is a team player willing to be proactive and take the initiative.”

"TreviPay has now implemented a three-stage recruitment process consisting of an initial screening interview, TestGorilla’s assessment, and a meeting with the hiring manager."

“We have a much higher passing rate for the probation period. And we’re now able to select the best candidates easily."

“We call it humanizing growth. Our hires aren’t just a number. They work directly with clients, and the CEO usually knows them by name.”

“Out of all the assessments I took, TestGorilla was the best. It felt serious. It made me respect the company more.”

“So with, say, the finance role, where hard skills are really important, we use assessments to see if candidates can explain basic industry terminology and explain systems like finance. What's good is that I can send the same assessment to the Director of Finance so she can try it out, …