“So far, we have made two successful hires in a fraction of the time and at much lower costs."

“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 …

“Our new hires appear to be a better fit. They become great contributors more quickly and, importantly, they appear to have a better initial experience with us.”

"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."

"Since we're a training company, we're less concerned with applicants' technical skills being fully developed, as we plan to teach them from scratch anyway. We prioritize soft skills and personality, especially early in the hiring process. Assessments support our initial impressions and reveal any surprises we might not have discovered …

“We don’t spend time with time wasters. A CV is just a marketing piece, not a piece of empirical evidence. I don’t trust CVs that much.”

"Months that would’ve been spent on training the wrong person.”

“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.”

“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.”

“HR was not my primary function, but we did not have a dedicated person. So, as a co-founder of the company, I had to participate in hiring, and I hated to waste my time on an inefficient selection process.”

“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, …

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

“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 …