Jack & Jill alternatives: how TestGorilla compares
TestGorilla is a Jack & Jill alternative for recruiting teams that want to run the search themselves and see what candidates can do. Jack & Jill, the AI recruiting company at jackandjill.ai, uses two AI agents. Jack talks to job seekers about their careers. Jill takes your role, finds matches among the people Jack has spoken to, and arranges introductions. Gorilla Sourcing, its sourcing product, lets you set every criterion yourself, then shows a skill score for each candidate who completes a TestGorilla assessment. Choose Jack & Jill to have the search run for you. Choose TestGorilla to set it yourself.
How does TestGorilla compare with Jack & Jill?
| Jack & Jill | TestGorilla (Gorilla Sourcing) |
What it does | Two AI agents find candidates for you and arrange introductions | AI candidate sourcing you run yourself, with skills assessments in one platform |
Where the candidate data comes from | People who've talked to Jack, plus a search of public profiles on the paid US plan | Profiles gathered from public sources, plus candidates who've taken a TestGorilla assessment |
Skills-tested candidates | No built-in assessments or skill scores | 3M+ candidates with an existing TestGorilla skill score |
Evidence shown per criterion | Yes: Jill scores each candidate against each criterion, for an overall percentage fit | Yes: match, no match, or a blank where the profile says nothing, with evidence from the profile |
Assessment built in | No | Yes: one assessment per role |
Published pricing | Yes, with one model for US roles and another for UK and European roles | Yes, on the TestGorilla pricing page |
Best for | Startups without a recruiter that want warm introductions, especially in London, New York, and San Francisco | Recruiters who want to set the search and show a hiring manager who can do the job |
How does Jack & Jill work for employers?
Jack & Jill is an AI recruiting company with two agents. Jack is an AI career agent for job seekers, and Jill is an AI recruiter for companies.
Candidates talk to Jack. Job seekers have a voice conversation with Jack about their experience and what they want next.
You brief Jill. You describe the role in a chat, and Jill writes a hiring brief. Jack & Jill's docs say "you and Jill define evaluation criteria together."
Jill finds matches. She searches the people Jack has spoken to, nearly 400,000 by Jack & Jill's count, with the network strongest in London, New York, and San Francisco. The paid US plan adds a search of public profiles.
You review her shortlist. Each candidate card shows a summary, why Jill shortlisted them, and how they fit your criteria. You pass or request an introduction.
Jack and Jill make the introduction. In Jack & Jill's words: "When Jack and Jill agree, the candidate and hiring manager meet directly."
To change the search, you ask. The docs say: "You can update the brief at any time by chatting with Jill."
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What does Jack & Jill cost?
Jack & Jill's price depends on where the role is. As of September 28, 2026, it publishes two models.
For US roles, you pay per slot, and each slot covers one role. The page shows yearly billing first.
Plan | Monthly billing | Yearly billing | What's included |
Meet Jill | $0 | $0 | One slot, 20 introduction requests a month, no card needed |
Hire Jill | $249 per slot a month | $199 per slot a month | 50 introduction requests per slot a month, Slack and Ashby integrations, public profile search |
Scale Jill | Not offered | Custom, annual agreement | Volume pricing on slots and introduction requests |
The US page says there's no fee when you hire.
For roles in the UK and Europe, Jack & Jill charges 10% of first-year salary, only when Jill makes a hire. If the hire leaves within three months, you get a full refund. The US page says UK and European roles "still run on our success-fee pricing."
Jack & Jill's two pricing pages, September 28, 2026. Top: US roles, monthly billing (the page opens on yearly, $199). Bottom: UK and European roles, 10% of first-year salary.
Candidates don't pay.
What do you get back from each tool?
Both tools show how each candidate fits each criterion. The differences are who sets the criteria and what the evidence is made of.
Top: a Jack & Jill candidate card, from Jack & Jill's public website. Bottom: Gorilla Sourcing, where you set the must haves and nice to haves yourself and see the evidence for each criterion.
In Jack & Jill, you and Jill agree the criteria, and you change them by asking her. A senior talent acquisition partner who has used it wrote on LinkedIn in September 2026: "It's OK - doesn't always do what you ask of it, but it's very good at narrowing down your specifics." In TestGorilla, you set the criteria yourself. Mark each one a must have or a nice to have, change any of them, and the ranking updates. That control matters: in TestGorilla's Recruiting 2026 survey of 1,428 US talent professionals, nearly 1 in 5 said AI had made them less confident they'd found the right person.
The evidence differs too. Jill's reasons come from the candidate's resume and their conversation with Jack. You can open the resume and LinkedIn profile, but nothing on the card shows the candidate doing the work. In the same survey, 52.5% of recruiters believed most or all of the profiles and resumes they read were written by AI.
In a 2022 review of decades of hiring studies, Sackett and colleagues found that years of job experience, the core of a resume, correlated with job performance at .07. Job knowledge tests reached .40, work sample tests .33, and structured interviews .42, the highest. The review compares hiring methods, not products.
TestGorilla adds evidence the candidate produced. The Skills tested tab shows 3M+ candidates who already have a TestGorilla score. For the role you're hiring for, you invite candidates to one assessment, so everyone's percentile compares directly. Each result sits on the candidate's card, next to the match reasons.
The Skills tested tab in Gorilla Sourcing: candidates who already have a TestGorilla score, with the score next to the match reasons.
What each tool hands you. Jack & Jill hands you the candidates Jill shortlisted, with her reasons and the resume behind them. TestGorilla hands you a shortlist built on criteria you set, with the reasons each person matched and, once they complete the role's assessment, a score. AI suggests. You decide.
How does TestGorilla source candidates?
Gorilla Sourcing puts the search in your hands and keeps the assessment in the same platform.
Describe the role. Type a job title, paste the job description, or write the brief in your own words.
Set the bar. The AI turns your brief into criteria, including ones you implied but didn't spell out. You decide which are must haves, which remove anyone who doesn't meet them, and which are nice to haves, which set the order.
See who fits, and why. Gorilla Sourcing searches 900M+ profiles. Every criterion gets a match, a no match, or a blank where the profile says nothing, with the evidence beside it.
Talk to candidates yourself. Email them from your connected mailbox, in your own words, and invite the ones you like to the role's assessment. Build it from skills tests, job simulations, AI interviews, custom questions, and resume scoring.
TestGorilla's library has 350+ skills tests. Each one is developed with at least two subject matter experts, and the library draws on O*NET, the US Department of Labor's skills database. Read about the science behind TestGorilla's assessments.
When is Jack & Jill the better choice?
Jack & Jill is the better fit when:
You don't have a recruiter. Jill runs the search and arranges the introductions, so a founder can hire without running a process.
You want warm introductions. Every candidate has chosen to talk to Jack, so they're open to hearing from you. One employer wrote on Trustpilot: "I posted a role and was introduced to a handful of strong candidates by Jill the same day."
You hire where Jack's network is strongest: startups in London, New York, and San Francisco.
You want to try it on one US role. The free plan covers one role, with no card.
Which one should you choose?
Keep Jack & Jill if having the search run for you matters more than running it.
Add Gorilla Assessments if you like Jill's introductions but want to see what each candidate can do before the interview.
Move to Gorilla Sourcing if you want to set every criterion yourself and keep search, outreach, and assessment results in one platform.
To compare fairly, run one open role through both. Then ask which shortlist you could defend to your hiring manager. For more options, see our guide to talent sourcing software.
Frequently asked questions
Is Jack & Jill AI legit?
Yes. Jack & Jill is a London-based company. Its about page puts total funding at $60 million: a $20 million seed round led by Creandum and a $40 million Series A. It publishes customer stories from startups such as Fyxer and Maze. On Trustpilot it has 3.8 out of 5 from 222 reviews, almost all from job seekers. We found no reviews on G2 or Capterra, and it doesn't publish placement rates.
How much does Jack & Jill cost?
As of September 28, 2026, it depends on where the role is. For US roles, one role is free, with 20 introduction requests a month. Each additional role costs $249 a month, or $199 a month billed yearly, with no fee when you hire. For roles in the UK and Europe, Jack & Jill charges 10% of first-year salary when Jill makes a hire, with a full refund if the hire leaves within three months.
Can I set my own criteria in Jack & Jill?
You shape them with Jill. Her docs say you "define evaluation criteria together." To change them, you chat with Jill, and she updates the search. In TestGorilla, you set each criterion yourself: mark it a must have or a nice to have, add one in your own words, or remove it, and the ranking updates.
Jack & Jill or a recruiting agency?
They work differently. An agency gives you a human recruiter who searches, screens, and advises, usually for a share of salary. Jack & Jill's own comparison puts agency fees at 20% to 30% of base salary. Jill gives you AI agents instead: for 10% of first-year salary on UK and European roles, and for a monthly fee per role in the US.
Can I use TestGorilla alongside Jack & Jill?
Yes. Gorilla Assessments works on its own, so you can keep Jill's introductions and send those candidates a TestGorilla assessment before the first interview. Or run one open role through Gorilla Sourcing and compare the shortlists. Nothing in your Jack & Jill setup has to change.
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