TestGorilla vs. Beamery: Talent sourcing tools compared

What is TestGorilla?

Established in the Netherlands in 2019, TestGorilla is a talent discovery and assessment platform that helps businesses uncover candidates with the right skills for their roles. It offers two core solutions: TestGorilla Sourcing and TestGorilla Assessments. 

Sourcing helps hiring teams and recruiters discover candidates with proven skills and invite them to apply for their open roles. With Assessments, companies can create custom evaluations that test candidates’ job-specific skills. Assessments can include expert-made tests from TestGorilla (from a library of more than 350), custom questions, one-way AI video interviews, qualifying questions, and more.

TestGorilla Sourcing homepage

Beyond that, TestGorilla offers a Job Board for individuals to display their skills (verified through Assessments) and find employment opportunities. 

What is Beamery?

Founded in London in 2013, Beamery is a talent lifecycle management platform designed to help companies with hiring, upskilling, and employee retention. It’s built for enterprise-scale companies with thousands of employees.

Beamery’s solutions are aimed at company executives, HR managers, and recruiters. It offers tools for sourcing talent, identifying workforce gaps, and streamlining career development.

TestGorilla vs. Beamery: Talent sourcing 

TestGorilla’s discovery & matching

TestGorilla Sourcing offers a global database of two million pre-assessed candidates that you can explore for talent. The candidates in this database have all taken at least one TestGorilla skills assessment and opted in, ensuring you see only candidates who are actively looking for new roles. Each month, roughly 100,000 individuals join the database.

To start a talent search, enter your job description, location (including “remote”), salary range, and desired work experience. You can also filter the database for candidates who have taken specific TestGorilla skills tests that are relevant to your role. Filters are stackable, and you can add up to six skills tests to your search.

TestGorilla’s AI algorithm automatically surfaces candidates who are likely to be a good fit for your role. Talent matching is based on candidates’ validated skills and the work experience they reported to TestGorilla, not on resumes. This is important for reducing bias in the sourcing process and ensuring you see strong matches that might otherwise go unnoticed.

TestGorilla uses AI to identify candidates who are a good fit for your role based on their pre-assessed skills.

When reviewing candidates, you can see their performance on up to six TestGorilla skills tests, including tests relevant to your role and each candidate’s highest-scoring tests. You can view both a candidate’s percentage of correct answers and their percentile score compared to other test-takers. Candidates can retake tests every three months, and scores remain valid for up to one year to ensure their profiles are up to date.

Each profile also displays a candidate’s work history, location, and desired salary (as provided by the candidates). Importantly, profiles don’t display candidates’ names or photos until after you invite them to apply for your role. This is yet another important way TestGorilla reduces bias in sourcing.

You can add candidates you like to a shortlist or download candidate profiles for later. All paid TestGorilla plans include multiple user seats, so multiple members of your hiring team can review candidates and add notes and ratings to their profiles. 

You can begin searching for talent in TestGorilla just by entering your job role and location.

TestGorilla Sourcing is also very easy to use, with a neat, colorful interface that’s straightforward to navigate. You can start finding talent right away, without having to manually curate your own database. 

Sourcing also seamlessly links with TestGorilla Assessments, since they’re both within the same platform – no need to switch to another system to evaluate candidates.

Beamery’s discovery & matching

Beamery requires you to assemble your own database of candidates in what it calls the Talent CRM. Your database can include former employees, past job applicants, candidates sourced from LinkedIn, and anyone else you want to add.

Speaking of LinkedIn, Beamery offers a browser extension to help you add candidates you find there. The extension automatically captures candidates’ job experiences, self-reported skills, and years of experience. It also downloads a candidate’s resume if they have one on LinkedIn.

Within your Talent CRM, candidate details can include their current job title, seniority, location, skills, and past work experience. Additionally, you can add custom data fields for each candidate and attach their resume. 

To initiate a talent in your database, enter your job description, and Beamery’s AI will generate search parameters. The AI will then score candidates in your Talent CRM on a scale of 0-5 based on their fit for your role. You can score all candidates in your Talent CRM or filter your database according to any of your included data fields. 

Beamery’s Talent CRM is a database of candidates you create. Candidates are then scored by AI based on their fit for your current role.

One worrying aspect of Beamery’s process is that some of the data the AI uses to score candidates is itself AI-generated. Beamery uses AI to help you populate candidates’ profiles with skills and work experience, either by gathering data from resumes or by inferring skills from job titles. 

This is problematic since the platform doesn’t actually verify candidates’ skills. It’s also possible the AI is looking at outdated or incomplete resumes, particularly for candidates who previously applied to a different role at your company. As a result, it’s possible for you to have poor candidate data in Beamery and overlook strong candidates – or have weak candidates appear with strong match scores. 

When reviewing candidates, you can sort and filter results by their AI match score or any other data fields in your Talent CRM. You can add candidates you like to a shortlist. Alternatively, you can assign slates of candidates to other members of your hiring team to review.

Beamery offers a browser extension to scrape candidate data from LinkedIn.

Unfortunately, Beamery can be challenging to get started with because you have to build your own candidate database. You also may need to double-check skills and work experience to ensure they’re accurate. 

Additionally, Beamery doesn’t offer talent assessment tools, so you have to use a separate platform to evaluate candidates’ skills.

Talent sourcing: Comparison chart at a glance

TestGorilla vs. Beamery: Candidate engagement

TestGorilla’s candidate engagement features

When you’re ready to contact your top candidates, TestGorilla lets you send email invitations directly from the platform. 

Invites can do one of two things: encourage candidates to apply for your role, or ask them to take a custom skills assessment you create through TestGorilla as the first step in the application process. This is a fantastic way to measure candidates’ proficiency at key job-specific skills. In addition, it enables you to directly compare candidates’ performance on the same set of skills tests during the next stage of your hiring process.

Within invitation emails, you’re able to include your contact information, a link to your job application, or a link to the assessment. You can also customize invitations with a candidate’s name and other details to make it feel personal.

Emails are sent from TestGorilla’s domain to ensure they don’t end up in candidates’ spam folders.

You can send personalized invites to candidates right from TestGorilla.

A standout functionality is TestGorilla’s anti-poaching measures, which prevent other companies from contacting candidates you’re interested in hiring. Once a candidate completes an assessment for your company, they’re hidden from the talent database for three weeks. If you hire a candidate, they’re removed from the database (but they can opt in again later).

Beamery’s candidate engagement features

Beamery enables you to reach out to candidates via email, SMS, or LinkedIn direct messages. 

The platform offers a drag-and-drop email builder with personalizable content elements. You can schedule custom email and SMS sequences to follow up with candidates on a regular schedule. Beamery also has a booking calendar, which can be helpful for scheduling interviews.

The drawback of these outreach features is that emails are sent from your company’s domain rather than directly from Beamery. This can result in many messages going directly to spam. 

Another downside is that Beamery doesn’t offer a way to add assessments to your invitations. So, there’s no way to confirm what skills candidates have. You have to rely on resumes to decide who to move to the next stage of your hiring process, which can introduce bias and lead you to overlook quality candidates.

Candidate engagement: Comparison chart at a glance

TestGorilla vs. Beamery: Analytics & reporting

TestGorilla’s analytics & reporting

TestGorilla reports on the number of candidates you source and how far those candidates make it in your hiring process. You can see what percentage of invited candidates completed an assessment and at what point candidates drop out of your hiring pipeline. You also get metrics related to hiring quality (based on skills test performance) and the time it takes to fill open positions. 

Sourcing data can be exported in PDF, PNG, and Excel formats.

Beamery’s analytics & reporting

Beamery reports on the number of strong matches for your role, how far candidates make it in your hiring process, your email reply rate, your average time-to-interview, and your offer acceptance rate. 

You can slice and dice the data by candidate score or source, as well as by which member of your hiring team reviewed each candidate.

Beamery’s analytics dashboard

You can export data from Beamery’s analytics dashboard to a CSV file for further analysis.

Analytics & reporting: Comparison chart at a glance

TestGorilla vs. Beamery: Candidate experience & company branding

TestGorilla’s candidate experience & company branding options

TestGorilla gives candidates a consistent, bias-free, and engaging experience from start to finish. 

With Sourcing, you evaluate and compare candidates based on skills and work experience rather than names, photos, and resumes, which greatly reduces bias. And since all invited candidates take the same assessment for a particular job, they can stand out based on their capabilities, helping hidden talent rise to the surface.

TestGorilla also makes it easy to keep candidates engaged and minimize friction in the application process. Invitations can include a direct link to the TestGorilla assessment you’ve created, making the next step straightforward. At every stage, TestGorilla automatically updates candidates on their status, so they stay engaged and never feel forgotten.

Importantly, TestGorilla is fully compliant with the General Data Protection Regulation (GDPR). Candidates can rest assured that their personal details are handled safely and respectfully.

On the branding side, you can customize candidate invitations with your company’s logo and colors. This helps candidates recognize and trust your company from the get-go and makes the process feel visually cohesive throughout.  

Beamery’s candidate experience & company branding options

Beamery is designed to create a smooth experience for candidates who already have a connection to your company, as either past applicants or former employees. However, its AI can misidentify details about candidates’ skills or work experience, which may affect candidate scoring, the fairness of your sourcing (and hiring) process, and potentially the overall candidate experience.

On the positive side, Beamery offers automated campaigns to help you quickly follow up with candidates. This can keep them engaged and positively impact their experience. Beamery is also GDPR-compliant.

From a branding perspective, Beamery enables you to customize candidate outreach with branded elements, such as your logo.

Candidate experience: Comparison chart at a glance

TestGorilla vs. Beamery: Pricing

TestGorilla’s pricing

TestGorilla offers three plans (Free, Core, and Plus) that can scale with your needs, whether you’re a start-up, large enterprise, or somewhere in between. 

Sourcing is available only on the Core and Plus plans, which have monthly or annual costs and a baseline number of credits for different activities within TestGorilla. 

One credit lets you connect with or invite one candidate from the sourcing database, and three credits let you evaluate one candidate through TestGorilla Assessments. Credits are used only when you’re actively searching and evaluating talent, and you can purchase more whenever needed – but unused credits don’t roll over when your plan renews.

Here’s an overview of TestGorilla’s pricing:

• Free: Offers five skills tests and five custom questions per assessment, plus AI resume scoring and qualifying questions. 

• Core: Starts at $96 per month (billed annually) with 250 credits – enough to invite up to 250 sourced candidates, evaluate around 80, or a mix of both. Includes full access to TestGorilla Sourcing.

• Plus: Price and credit amount available by quote only. Includes everything in Core, plus applicant tracking system (ATS) integrations, conversational and one-way AI interviews, a dedicated customer success manager, and additional advanced features.

Beamery’s pricing

Beamery’s website doesn’t list pricing information, and I never heard back after reaching out for pricing details. 

That said, online sources suggest that Beamery starts at around $900 per user per year, but it’s not clear what that price includes. One source in particular notes that a comprehensive Beamery plan covering all the platform’s features costs $220,000–$580,000 per year. That’s a very high price that likely only enterprise-scale companies can afford. 

Beamery also doesn’t offer a free trial and didn’t respond when I contacted its team for a demo. The reportedly high costs, paired with no free trial, mean smaller businesses may not be able to explore or use Beamery.

Pricing: Comparison chart at a glance

TestGorilla vs. Beamery: Customer support

TestGorilla’s customer support

TestGorilla support is available by email and live chat. All plans include free training and an onboarding tour to help you get familiar with the platform. Customers on the Plus plan get a dedicated customer success manager. 

Additionally, TestGorilla offers an online help center that includes detailed guides on its talent sourcing features, assessment tools, and more.

Beamery’s customer support

Beamery support is available by email and live chat. However, support hours are 9am–5pm GMT/BST, Monday–Friday. This can be problematic for US companies, as support ends at 12pm Eastern time.

Like TestGorilla, Beamery has a detailed online help center to help you navigate its features. 

Customer support: Comparison chart at a glance

Verdict: TestGorilla vs. Beamery

TestGorilla and Beamery take very different approaches to sourcing talent. With TestGorilla, you get access to a database of more than two million potential candidates who have been pre-assessed for critical job skills. You can compare candidates based on their skills and work experience, rather than on potentially misleading resumes.

Beamery, on the other hand, requires you to assemble your own database of candidates. Candidate profiles can include potentially outdated or inflated details from resumes, and the platform doesn’t offer a way to verify skills.

Everything considered, TestGorilla is the better choice for most businesses, and especially for smaller businesses that don’t have a large pool of former employees and past job applicants to include in a custom database. Its skills-first approach reduces bias and helps you quickly find the best talent for your role.

→ Schedule a free 30-minute demo to see TestGorilla in action, or sign up for TestGorilla for free today.