AI that puts skills in the spotlight

Backed by science and centred on skills, our AI takes the guesswork out of screening. You stay in the driving seat while AI guides you to a shortlist of your strongest talent matches.

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Our AI manifesto

We built our AI tools to help teams hire faster, fairer, and smarter. These are the principles that guide us.

Human-in-the-loop by design

Our AI never makes decisions for you. Every suggestion is fully editable, reviewable, and optional.

Focused on fairness

Our AI scoring is benchmarked against expert ratings and continually monitored to keep results fair.

Always transparent

We clearly disclose AI functionality to customers and candidates – no black boxes or hidden logic.

Private by default

We never train our AI on customer data, and no personal data is sent to or used by LLMs.

Tools, not gimmicks

Our AI solves real hiring challenges, like scoring open-ended answers and validating skills, so you can hire faster and smarter.

Designed for evolving standards

We monitor emerging AI regulations and continuously improve our safeguards to meet new expectations.

Our framework for AI fluency

Use TestGorilla to assess for the 5 components of AI-fluency – based on a framework designed by our experts.

Applied AI use

When and where does AI work, and what are its technical limitations. Choose from MCQ-based AI-skills assessments to identify the right candidates.

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Learning and digital ability

Learning new AI workflows quickly and adapting when tools or constraints change (positively or limitations) to translate emerging technology into productivity gains.

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Systems thinking & problem solving

AI-fluent talent can frame ambiguous problems, deconstruct into tasks, and reason about how AI decisions ripple across systems. Measured by the right skills test.

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Responsible and ethical AI use

AI-fluent professionals recognize bias, privacy, and governance challenges, documenting decisions and building safeguards. Because “moving fast” must still mean “moving responsibly”.

Human-AI collaboration

Our AI interviews can identify AI-fluent talent that can communicate assumptions, prompts, and outputs clearly, knowing trade-offs, and maintaining transparency in shared workflows.

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AI that unlocks real hire power

Not your average AI. Backed by decades of I-O psychology expertise and skills-based hiring data, we’ve built features that cut through the noise.

Powered by extensive test performance data and trained by our team of industrial psychologists, our AI recommends your top talent matches from a pool of 2m+ skills-tested candidates.

You decide who to connect with, and when.

Our AI resume scoring feature uses a biodata framework, evaluating what candidates have actually done rather than the titles they’ve held. We score resumes using structured, evidence-based criteria like knowledge, skills, and leadership behaviors.

The result? Meaningful career and skills signals tailored to your job description. Use these insights to spot top-fit candidates and move them to the next stage with confidence.

You ask. We answer.

We don’t believe AI should or will ever replace humans in hiring. It’s a tool to support better decisions, not make them for you. Used responsibly and paired with human judgment, AI can make hiring faster, fairer, and smarter by surfacing job-relevant data and skills-based insights.

We see AI as a shared responsibility. That’s why our features are made to be fairness-first: benchmarked against expert human scorers, tested for bias and adverse impact, and continuously updated with the latest research and ethical best practices. And always with humans in the loop.

We are committed to ethical responsibility in everything we build.

In our AI job builder, recommendations are anchored to expert-reviewed, job-relevant criteria – never demographic or proxy signals – and all recommended tests must meet our quality and validity standards.

For resume scoring, we proactively remove personal information such as names and pronouns, run experiments to identify and eliminate choices that may introduce bias, and integrate ongoing fairness checks into our psychometric monitoring.

All our scoring tools are regularly tested for adverse impact and benchmarked against human reviewers, and all outputs are transparent and editable.

AI video interview scoring is always based on transcripts, never facial cues or emotional expression, and we are fully transparent about what’s measured.

No AI is bias-free, but it beats humans on consistency and fairness – delivering up to 45% fairer treatment for women and minority candidates according to studies. We see AI as a valuable opportunity to raise hiring standards, and we’re committed to doing so through continuous monitoring, ongoing improvements, and the application of the latest research and best practices.

In our vision of fair, human-led hiring, AI video interviews give every candidate a fair shot from the start. Rather than relying on manual resume review—which can overlook strong talent and use up recruiter time—our AI video interviews help you standardize and scale the screening process, reducing the risk of missed matches.

They’re tailored to each role and scored only on transcripts – not facial expressions or appearance – so candidates are judged on what they say, not how they look or sound.

For candidates, this means a level playing field and the flexibility to interview on their own terms. For hiring teams, it means consistent insights, a more diverse talent pool, and hidden talent brought to light, all while staying firmly in control of final decisions.

No. Personal data (PII), whether from customers, candidates, or job seekers, is never shared with generative AI models (LLMs), and suppliers of these models are contractually prohibited from training on the data we do share. Our Natural Language Processing (NLP) models are trained in-house. These models are used to score candidate answers without bias. To accomplish this, they are trained on both candidate answers and demographic characteristics of candidates. Because we train these models in-house, none of the training data is shared externally.

We follow strict data privacy and ethical design standards, including GDPR, SOC2, and EEOC-aligned practices. We’re actively preparing for evolving frameworks like the EU AI Act and continuously update our safeguards to stay ahead of regulatory developments.

Beyond new AI regulations, existing non-discrimination laws also apply to AI use. Customers should ensure their hiring practices comply with these laws and that new technologies are not used in ways that discriminate.