TestGorilla alternatives: 12 tools compared (October 2026)

HackerRank is a developer skills and technical hiring platform used by engineering and talent teams to run coding assessments, structured interviews and AI-driven screening for software roles, alongside a free practice community where individual developers certify skills.

Key functions

• AI Mock Interviewer for candidate practice
• Chakra AI interviewer for automated screening interviews
• AI-Assisted IDE with AI-collaboration evaluation

Compared with TestGorilla

• States no EU hosting option; TestGorilla has one.
• Different pricing model: flat fee instead of freemium.
• Strongest elsewhere: United States.

Check before buying: Confirm data hosting before buying: HackerRank uses AWS and Google Cloud with geo-redundancy and contractual clauses for international transfers. Pricing is tiered, with capped candidate attempts plus overage fees. Because Chakra scores voice or video interviews, Illinois requires notice and consent before AI analyzes video interviews. If test scores drive hiring or promotion decisions in New York City, Local Law 144 requires an independent bias audit and a published summary.

HireVue is a US platform for automated video and voice interviewing for midsize and large employers with high interview volume, offering an AI interviewer, predictive scoring and an interview copilot that takes notes during live calls.

Key functions

• AI interviewer conducts dynamic, voice-based screening conversations around the clock
• Predictive scoring combines assessment data with structured interview results
• Match and Apply chat agent directs candidates to matching open roles

Compared with TestGorilla

• Built for larger organizations than TestGorilla's smallest customers.
• Names 5 security certificates, TestGorilla 1.
• Strongest elsewhere: United States.

Check before buying: Because the AI Interviewer and predictive scoring evaluate real candidates, ask for the latest independent bias audit, which New York City requires under Local Law 144. For Illinois applicants, give notice and get consent before AI analyzes video interviews. Colorado's SB 26-189, which replaced its 2024 AI Act and covers automated hiring decisions, takes effect on January 1, 2027. HireVue says it is co-located in the US and Europe and holds ISO 27001 and SOC 2 Type 2 certification, so confirm in the contract which region will hold your candidate data.

Talview is a video interview and exam proctoring platform used by employers, universities and certification bodies to run remote hiring assessments and online exams with identity verification, fraud detection and AI-assisted interviewing.

Key functions

• Real-time facial verification checks identity at login and again during the session
• Detects deepfakes and synthetic media such as face swaps or injected voice
• Monitors background applications, screen activity and connected devices during proctored sessions

Compared with TestGorilla

• Built for larger organizations than TestGorilla's smallest customers.
• Different pricing model: usage-based instead of freemium.
• Strongest elsewhere: United States, India.

Check before buying: Before buying, clarify where interview and exam recordings are stored for your account; Talview states that EU client data is hosted within the EU. Pricing is unit-based with a minimum commitment of about 150 to 200 candidates, so request a quote against expected numbers. Because Ivy scores recorded interviews, Illinois requires notice and consent before AI analyzes video interviews, and New York City requires an independent bias audit. Alvy verifies identity by face, and India's IT Rules 2011 treat such biometric data as sensitive, requiring documented security practices.

AssessFirst is a French talent assessment platform that combines behavioral questionnaires with AI-driven phone screening and voice-based skills testing, helping recruiters and HR teams estimate how well a candidate fits a role, a manager and a team.

Key functions

• SCAN automated AI phone screening
• VOICE AI voice-based skills and language assessment
• Predictive candidate-manager-team fit modeling

Compared with TestGorilla

• Built for larger organizations than TestGorilla's smallest customers.
• Different pricing model: flat fee instead of freemium.
• Strongest elsewhere: France.

Check before buying: Confirm the hosting region before signing: AssessFirst lets customers choose EU or US data storage rather than fixing one location. Because SCAN, VOICE and the internal mobility module can evaluate both candidates and existing employees, German works councils hold co-determination rights under section 87(1) no. 6 of the Works Constitution Act, and a GDPR Article 28 processing agreement is required. Hiring and internal placement count as high-risk uses under the EU AI Act, with obligations from December 2, 2027.

Harver is a talent assessment and hiring platform for high-volume and professional recruiting. It combines predictive pre-employment tests, video interviewing and reference checking, and after acquiring Symphony Talent in September 2026 it also covers recruitment marketing, aimed at HR and talent acquisition teams at large employers.

Key functions

• Predictive pre-hire assessments scored against benchmarks
• pymetrics game-based behavioral assessments
• Machine learning fraud detection flags suspicious applications, such as location or duplicate submissions, for human review

Compared with TestGorilla

• Built for larger organizations than TestGorilla's smallest customers.
• Strongest elsewhere: United States.

Check before buying: Clarify data hosting before buying: Harver operates entities in the United States and the Netherlands but publishes no single data residency policy, so confirm storage location. Pricing is quote-based with no rate card. Because assessments, pymetrics games and AI PREVAIL score candidate and employee traits, ask for the independent bias audit New York City requires under Local Law 144. If AI analyzes Harver video interviews of Illinois candidates, the state requires notice and consent first.

Applied is a UK recruiting platform for skills-based, bias-reduced hiring that combines automated AI screening, task-based skills assessments and a job description bias checker, and has been part of Phenom since February 2026.

Key functions

• AI Screener for automated, bias-reduced application review
• Applied SIFT for skills-based performance prediction
• JDAT job description bias analysis

Compared with TestGorilla

• Built for larger organizations than TestGorilla's smallest customers.
• States no EU hosting option; TestGorilla has one.
• Strongest elsewhere: United Kingdom.

Check before buying: Applied's privacy policy states that AWS hosts the applicant and hirer databases on servers, some of which are in the USA, so confirm the hosting location and transfer safeguards directly. Check which recruiting systems it needs to connect to; prices are not published and are quoted after a demo. Because Applied screens job applicants, it falls under the EU AI Act's high-risk category for recruitment, with obligations phasing in from December 2, 2027.

Codility is a technical skills assessment platform for hiring and evaluating software engineers, offering automated coding tests, live technical interviews and AI-specific tasks such as prompt engineering, used mainly by engineering and technical recruiting teams.

Key functions

• Configurable per-assessment AI access with a reviewable activity log
• AI-native task library covering prompt engineering and AI-code evaluation (COMPASS benchmark)
• Behavioral integrity signals (keystroke, paste, defocus) instead of a binary AI-cheating flag

Compared with TestGorilla

• Different pricing model: usage-based instead of freemium.
• Strongest elsewhere: United Kingdom, United States, Germany.

Check before buying: Confirm which data hosting region applies to your contract: Codility offers data centers in both the US and Frankfurt, Germany, chosen per customer. Because Skills Intelligence can score a company's own engineers rather than only external candidates, this use can fall under German works council co-determination on monitoring systems (section 87(1) no. 6 of the Works Constitution Act) and needs a GDPR Article 28 processing agreement. Hiring-related use counts as high-risk under the EU AI Act from December 2, 2027.

Maki is a hiring platform from Paris that gives enterprise recruiting teams a set of AI agents for skills screening, voice interviews, deep assessments, scheduling and interview notes, working next to the existing applicant tracking system.

Key functions

• Shiro screens applicants with skills tests covering more than 300 skills
• Mochi runs phone or web screening interviews around the clock in more than 45 languages and scores them on fixed rating scales
• Ken runs deep assessments on more than 400 skills for high-stakes roles

Compared with TestGorilla

• Built for larger organizations than TestGorilla's smallest customers.
• Different pricing model: usage-based instead of freemium.
• Strongest elsewhere: France.

Check before buying: Maki scores candidates, so in the EU its use for hiring falls under the high-risk category of the EU AI Act, with obligations applying from December 2, 2027. Ask for the formal DPA and the subprocessor list, which sit behind the trust center, and for the credit prices per agent. In France the CNIL guidance on recruitment data applies under GDPR. For US hiring in New York City, the published Local Law 144 audit is relevant.