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

“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.”

“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.”

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

"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."

“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 …

"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!"

"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.”

"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."

“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.”

“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 …

“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, …

"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’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."