“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.”

“Generally, I work with the engineering team, but was brought on board by HR because they were facing problems with recruitment. The biggest issue occurred during candidate screening, previously conducted through technical interviews. Most of the people we talked to were well-prepared and answered questions satisfactorily regardless of their actual …

“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.”

“TestGorilla has been my go-to platform with every intake so far. Now, we have empirical data that helps us save time by focusing only on candidates with the skills we need.”

"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 …

“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.”

“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.”

“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, …

“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.”

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

“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."

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

“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 …