AI recruiting platform that helps hiring teams source and assess candidates faster
Commission may apply at no extra cost
Sourcing and skills testing in one place
TestGorilla combines candidate sourcing across 900M profiles with science-backed skills tests and AI interviews, so shortlists arrive with evidence attached. Setup takes some configuration, and plan prices stay behind the pricing page until you ask. Overall, it suits teams hiring at volume more than occasional recruiters.
TestGorilla is an AI recruiting platform for teams that want proof before the interview. It combines talent sourcing across 900M candidate profiles with science-backed skills tests, AI screening interviews, and ATS integrations that fit your existing workflow. You can see why a candidate matches a role, then check those skills directly.
It suits recruiters, talent acquisition leads, and hiring managers at companies that hire on a steady basis.
Best for Recruiting and talent acquisition teams that want to source candidates and verify their skills in one platform.
TestGorilla makes sense for teams that hire regularly and want sourcing plus skills evidence in one tool. Trial it on a live role, then confirm pricing and integrations before you commit.
Start with the search. Describe the role, and TestGorilla looks across 900M candidate profiles to surface people who fit. Filters like location and skills narrow the pool, so a query can target product designers in London with Figma skills.
Popular searches cover software engineers, data analysts, sales managers, and more.
Results don't arrive as a bare list. Each profile comes with a reason it fits the role, so you can judge the match before you reach out. That context turns a long list of names into a shortlist you can defend, and it keeps your team aligned on why someone made the cut.
Sourcing finds people. Assessments prove they can do the job. A library of science-backed skills tests lets you check practical ability before you book an interview.
You assign the tests that match the role, invite candidates, and review results in the same platform where you searched.
AI interviews take on first-round screening so your team spends its time on the strongest applicants. They run automated early conversations and cut the manual work that slows a pipeline down. If you screen entirely by hand, you can leave this step out and rely on assessments alone.
Getting started takes light setup rather than a rebuild:
ATS integrations connect the platform to the systems you already run, and a support help center covers the rest.
Your recruiters search 900M candidate profiles and see exactly why each person matches the role. Instead of guessing from resumes, they start with a shortlist that already makes sense. Expected outcome: evidence, not just applications.
Hiring managers get proof before booking a call. Science-backed skills tests check practical ability, so first interviews start from evidence, not resume claims. Pull a test from the skills library and invite candidates in a few clicks.
AI interviews screen early applicants when the volume is high. Your team focuses on the strongest people instead of every single one. It fits growing companies running pipelines across several departments.
Expected outcome: less manual first-round work.
TestGorilla connects to the ATS you already run, so assessments slot into your current process. Agencies and in-house recruiters stop stitching separate tools together. > Tip: run one live role on the free trial before you commit.
Prices not verified yet — see the vendor page.
Pricing types: Free trial
TestGorilla sells access as a subscription, with tiers listed side by side on its pricing page. You can start for free to test the platform, and larger teams can book a free demo for a tailored quote.
TestGorilla's pricing is subscription-based, with plan tiers laid out side by side on its pricing page, a free way to try the platform, and a demo for teams that want a guided walkthrough first.
The plan cards are the quickest way to compare what each tier includes. Here's what shapes the bill before you pick one.
The homepage invites you to try for free, so you can explore the assessments and the talent search before any payment conversation starts. That's the sensible first move if you're hiring for one or two roles and want to see how the workflow feels on a live opening. 💡
Hiring teams that recruit often tend to book the free demo instead of guessing at a self-serve tier. You get a walkthrough plus a clear quote, and that's where seat counts and hiring volume get pinned down. Those two things move your price more than anything else, so it pays to know them going in.
It's worth confirming seat and usage limits before you commit, since those caps usually explain the jump between tiers. If your hiring is steady but modest, the entry point tends to be plenty. If you're running continuous pipelines across several departments, the higher tiers start earning their keep.
Bottom line: start with the free trial on a real role. If the fit looks right and you're hiring at volume, ask for a demo and price out the tier that matches your team size rather than paying for features nobody opens.
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Most hiring tools either find people or test them. TestGorilla does both, so your shortlist arrives with evidence already attached.
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Yes. ATS integrations let assessments sit inside the hiring workflow you already run. Setup is on you, though, so check the integrations page to confirm yours is listed before you start.
Both. Seat counts and annual hiring volume drive your bill most, so costs climb as your team and pipelines grow. Annual billing usually costs less than paying monthly.
There's no permanent free tier. You can start with a free trial or book a free demo, which suits teams wanting a guided quote. Confirm trial length and billing terms before you commit.
Teams that hire regularly. Sourcing 900M profiles plus skills tests and AI interviews suit recruiters, talent acquisition leads, and hiring managers who screen at volume. Occasional one-role hirers gain little.
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