"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."

“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.”

"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!"

“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 …

“TestGorilla helped me reduce the number of interviews and allowed me to focus on the interesting candidates only."

"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 …

“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 …

“Since I’ve joined DCX in 2022, we have made thousands of hires and are now nearing a company size of 2,500.”

“Let’s say the average score of a candidate is very low because they failed a typing test. By the way, this is for a role where typing was not a core focus of the job. We were able to tell hiring managers to take a look at the cognitive ability …

“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.”

“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, …

“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 …

“We’ve saved thousands of dollars and many, many hours. It’s just a lot of time and money we could use for other things, such as offering better hourly wages, instead of putting that money into an expensive testing platform."

"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.”

“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."