Hiring today isn’t just about finding people who look good on paper – it’s about uncovering the real potential behind every resume, without getting buried in guesswork, hiring bias, or endless rounds of interviews to result in no hire or a poorly fit hire.
That’s where talent assessment software steps in.
Resumes and interviews only tell part of the story. Talent assessment tools dig deeper, revealing the actual abilities, cognitive strengths, and behavioral traits that predict on-the-job success.
With so many platforms promising to “revolutionize” your hiring, it’s tough to know what actually works—and what’s just hype. Our goal? To cut through the noise and help you find the best talent assessment software for your team in 2025.
We’ll break down what talent assessment software really is and compare the top options on the market, so you can make a confident, informed choice that sets your team up for success.
Great HR teams have a great hiring tech stack. Does yours keep up? Check out the tech you need to hire well in 2025 with our free guide to hiring software.
Table of contents
Key Takeaways
Explore our list of the top talent assessment software providers in 2025.
Already up-to-speed on all things talent assessment software, including key features to consider, FAQs, challenges they help solve, and more? Click here to jump straight to the list.
What is Talent Assessment Software?
Talent assessment software is a digital tool to evaluate candidates’ abilities, behaviors, and potential fit for specific roles.
By using assessments like cognitive tests, skills evaluations, and personality profiling, these platforms go beyond resumes and interviews to provide a comprehensive picture of each candidate’s capabilities.
There are several types of talent assessment tools, each tailored to different hiring needs:
- Skills Assessments: Evaluate job-specific competencies like coding proficiency or language skills.
- Behavioral Assessments: Measure job competencies like teamwork, adaptability, and leadership potential (this is where Spark Hire’s Predictive Talent Assessment sits in the landscape).
- Cognitive Tests: Assess problem-solving abilities, logical reasoning, and learning agility.
- Personality Tests: Explore individual motivators and work styles to ensure cultural fit.
- Job Simulations: Provide candidates with real-world tasks to gauge their practical skills.
Whether you’re hiring for technical roles or looking for strong cultural alignment, talent assessment software offers tailored solutions to help you make confident hiring decisions.
How Does Talent Assessment Software Work?
TLDR: Talent assessment software helps you evaluate candidates better.
But how?
The talent assessment process typically involves the following steps:
- First, hiring teams define the specific criteria they want to assess, such as cognitive skills, technical abilities, or behavioral traits, and customize the software to align with the role’s requirements.
- Then, candidates complete tailored evaluations, ranging from multiple-choice tests and coding challenges to personality questionnaires and job simulations, depending on the talent assessment methodology.
- Once the answers are locked in, the software analyzes results using algorithms and predictive analytics, providing insights into each candidate’s performance and potential fit for the role.
- With that data in hand, hiring managers review structured reports that rank candidates based on their scores, enabling informed decisions without bias or guesswork.
How Does Talent Assessment Software Improve Hiring?
Talent assessment tools solve some of the most pressing challenges hiring teams face today, such as:
- Reducing Bias in Hiring: By standardizing evaluations and relying on data rather than subjective impressions, these tools help reduce unconscious bias and promote fair hiring practices.
- Saving Time in Candidate Screening: Automated assessments quickly sift through large applicant pools, pinpointing top candidates without requiring hours of manual review.
- Improving Quality of Hire: With predictive analytics, teams can identify candidates who are not only qualified but also likely to succeed long-term in the role.
- Enhancing Collaboration Among Stakeholders: Structured reports make it easy for hiring managers and team members to align on candidate evaluations and decisions.
- Scaling Hiring Processes: Whether filling one position or hundreds, talent assessment software ensures consistent evaluations across all candidates, enabling efficient high-volume hiring.
At the end of the day, talent assessment software empowers HR teams to hire smarter, faster, and with greater confidence.
Sounds pretty great, right?
Key Features of (Good) Talent Assessment Software
If there’s one thing we know about talent assessment software (and not to brag, but we know a lot), it’s that there are so many options and approaches companies take when implementing it.
What should you keep in mind when comparing brands?
Let’s take a look.
1. Compliance & Security
Hiring involves handling sensitive candidate data, so robust security measures are non-negotiable. Look for platforms that comply with regulations such as GDPR, SOC 2, and EEOC guidelines. Features like encryption, secure storage, and access controls ensure data privacy and protect your organization from legal risks.
2. Customization
Every role is unique, and your assessments should reflect that. The best tools allow you to tailor tests to specific job requirements, competencies, and organizational needs. Whether it’s behavioral traits for leadership roles or technical skills for developers, customization ensures you’re evaluating candidates on what matters most.
3. Objective & Fair Evaluations
Bias can derail hiring decisions. Opt for software that uses standardized assessments and science-backed methodologies to evaluate candidates objectively. This ensures every applicant is measured against the same criteria, promoting fairness and diversity in hiring
4. Scalability
As your organization grows, your hiring needs will expand too. Scalable software can accommodate increasing volumes of assessments across multiple roles and departments without compromising performance or efficiency.
5. Analytics & Reporting
Data-driven insights are key to improving hiring strategies. Look for platforms with robust analytics dashboards that provide detailed reports on candidate performance, predictive modeling, and benchmarking data. These tools help recruiters refine processes and make smarter decisions.
6. Integration Capabilities
Disconnected systems slow down workflows. Choose software that integrates seamlessly with your existing HR tech stack, like ATS platforms, to centralize data and streamline processes.
7. Candidate Experience
A positive candidate experience can set your organization apart. User-friendly interfaces, mobile accessibility, and clear instructions ensure candidates feel valued and engaged throughout the assessment process.
8. Automation Features
Save time by automating repetitive tasks like scheduling assessments, grading tests, and generating reports. Automation not only boosts efficiency but also reduces manual errors in the hiring process.
9. Predictive Insights
The best tools go beyond basic evaluations by offering predictive analytics to forecast candidate success in specific roles. This feature helps identify high-potential hires early in the process, ensuring long-term fit and reducing turnover.
By focusing on these features, you’ll be better able to choose talent assessment software that aligns with your hiring goals.
We say this all the time (because we care), but before you buy any piece of software, evaluate:
- The problem (or problems) you’re trying to address
- How this solution is uniquely positioned to help you solve it
- Your anticipated results/ROI from the solution
Doing these things helps you make smarter tech choices.
8 Best Talent Assessment Software To Consider In 2025
Let’s get into the juicy stuff.
Which talent assessment software will help you reach your hiring goals?
We’ll help you narrow down your list with these eight brands.
1. The Predictive Index
The Predictive Index (PI) is a science-backed talent assessment platform designed to help organizations hire, develop, and retain top talent.
PI’s core offering includes two primary assessments: the Behavioral Assessment (measures workplace behaviors & drives) and the Cognitive Assessment (measures skills, like learning, problem solving, and adaptability).
It’s not a personality test or skills test — though that’s often mistaken online.
Key Features
- Behavioral Assessment: Uncovers candidates’ natural workplace behaviors, including dominance, extraversion, patience, and formality. Results are easy to interpret and provide a shared language for hiring teams.
- Cognitive Assessment: A 12-minute, 50-question test measuring numerical, verbal, and abstract reasoning. Helps predict how quickly a candidate can learn and adapt in a new role.
- Job Targeting: Allows hiring managers to define the behavioral and cognitive requirements for a specific role, then match candidates against this target.
- Talent Optimization Suite: Beyond hiring, PI offers tools for team building, leadership development, and employee engagement, making it a holistic solution for talent management.
Reviews
HR professionals value PI for its speed (behavioral assessment takes ~10 minutes), clarity, and job targeting features.
They also tend to be happy with the depth of data, ease of use, and actionable insights.
However, some caution against over-reliance on behavioral data alone, noting that PI does not measure motivation, emotional intelligence, or technical skills.
Pricing
PI doesn’t provide public pricing on their site — you’ll need to request a demo for those details. But you can try their solution for free if interested.
Pros & Cons
| Pros | Cons |
| Fast and easy for candidates (10 min for behavioral, 12 min for cognitive) | Does not assess motivation, emotional intelligence, or technical skills |
| Clear, actionable insights for hiring and team building | Risk of over-reliance on behavioral “labels” or using as a go/no-go filter |
| Unlimited assessments under a flat annual fee | Can create false certainty if not used alongside other evaluation methods |
| Job targeting aligns candidates to specific role requirements | No dedicated hard skills or technical assessments |
| Validated, compliant, and available in 70+ languages | Some users report a learning curve and desire for a more robust mobile experience |
| Integrates with major HR and ATS platforms |
The Predictive Index is a strong choice for organizations seeking to improve hiring accuracy, build better teams, and develop leaders.
2. Criteria
Criteria is a comprehensive talent assessment platform offering a wide range of scientifically validated pre-employment tests.
Unlike some competitors that focus on just one or two assessment types, Criteria’s suite includes cognitive aptitude, personality, emotional intelligence, risk, and skills assessments. The platform also offers structured one-way video interviews, making it a versatile solution for evaluating hard and soft skills.
Key Features
- Extensive Assessment Library: Access to a broad portfolio of tests, including cognitive, personality, emotional intelligence, risk, and skills assessments
- Adaptive Testing: Many assessments dynamically adjust question difficulty based on candidate responses, providing a more precise and fair measurement of ability.
- Customizable Assessment Packages: Employers can mix and match tests to create role-specific assessment batteries, supporting highly targeted hiring strategies.
- Intuitive Reporting: Immediate, easy-to-understand score reports with actionable insights, plus the ability to benchmark candidates against custom baselines.
- Integrated Video Interviewing: Built-in one-way video interviews streamline the screening process and add a human element to the assessment suite.
Reviews
Criteria is highly rated for its scientific rigor, breadth of assessments, and user-friendly interface. Users appreciate the platform’s flexibility, ease of setup, and the ability to customize assessments for different roles.
However, some users note that the pricing can be steep for smaller businesses, and a few mention a desire for more flexible purchasing options (such as pay-per-assessment bundles). There are also occasional comments about integration challenges with certain ATS platforms and a learning curve for interpreting some of the more advanced reports.
Pricing
Criteria offers three main subscription plans, all billed annually and including unlimited assessments and users:
- The essential plan comes with its core assessments, basic analytics, and standard support
- The professional plan comes with all “Essentials” features plus advanced analytics, custom branding, and integrations.
- The enterprise plan comes with all “Professional” features plus dedicated support, custom contracts, and more.
You’ll have to request pricing from their sales team.
Pros & Cons
| Pros | Cons |
| Wide range of validated assessments (cognitive, personality, skills, EI, risk) | Pricing may be high for small businesses or infrequent hiring needs |
| Adaptive testing for fairer, more accurate results | No pay-per-assessment or small bundle options |
| Customizable assessment packages for different roles | Some users report integration challenges with certain ATS platforms |
| Real-time, intuitive reporting and benchmarking | Lacks immersive job simulations or advanced AI-driven behavioral analytics |
| Integrated one-way video interviewing | Some learning curve for advanced analytics and reporting features |
| Responsive customer support and onboarding |
Criteria is a great fit for organizations seeking a robust, all-in-one assessment platform with a wide variety of scientifically validated tests and strong customization options.
However, smaller businesses or those looking for pay-as-you-go pricing, advanced job simulations, or deep behavioral analytics may find other solutions a better match for their needs.
3. TestGorilla
TestGorilla is an accessible pre-employment assessment platform designed to help organizations screen candidates quickly and objectively.
Its library includes hundreds of tests across cognitive ability, personality and culture, role-specific skills, situational judgment, language proficiency, programming, and software skills.
TestGorilla does not offer in-depth behavioral analytics or immersive job simulations, but it stands out for its breadth of ready-made and customizable assessments, making it a popular choice for small to mid-sized businesses and startups seeking a straightforward solution.
Key Features
- Extensive Test Library: Access 400+ validated tests covering cognitive ability, personality, language, technical skills, situational judgment, and more.
- Custom Questions & Branding: Add your own essay, multiple-choice, or file-upload questions, and apply custom branding (on paid plans).
- Cheating Prevention: Built-in anti-cheating features like webcam snapshots, full-screen monitoring, and alerts if a candidate leaves the test window.
- No Candidate Account Required: Candidates can take assessments without creating an account, streamlining the process and improving the candidate experience.
- Flexible, Affordable Plans: Offers a free forever plan and affordable paid tiers, making professional assessments accessible to organizations of all sizes.
Reviews
People think TestGorilla is easy to use, has an intuitive interface, and has a nice variety of available tests.
Users appreciate the platform’s ability to streamline hiring, save time, and provide objective data for decision-making. The anti-cheating features and candidate-friendly experience are also frequently highlighted.
However, some users note that the pricing can become expensive for small businesses, especially with annual commitments. Others mention limited customization for certain technical roles, occasional bugs, and that TestGorilla branding is visible to candidates on lower-tier plans.
There are also comments about limited integration options and some frustration with the inability to edit assessments after publishing.
Pricing
TestGorilla offers transparent, tiered pricing directly on their website:
- You can join their free plan anytime, which comes with 5 free tests, 5 custom questions, unlimited candidates, and basic features.
- Their Starter Plan runs $75/month and comes with their entire library of 400+ tests, unlimited assessments/candidates, custom questions, and file uploads.
- Their Pro Plan starts at $115/month and includes everything in the Starter plus ATS integrations, API, custom branding, and video questions.
*Annual commitment required for companies with 1–15 FTEs.
Pros & Cons
| Pros | Cons |
| Large, diverse test library for a wide range of roles | Annual commitment required for smallest teams; no pay-per-use option |
| Easy to set up and use; no candidate account needed | TestGorilla branding visible on lower-tier plans |
| Strong anti-cheating features | Limited customization for technical/developer roles |
| Affordable entry-level pricing and free plan | Some users report bugs and limited editing after publishing assessments |
| Custom questions and branding on paid plans | Integrations and advanced features only on higher-tier plans |
TestGorilla is a great fit for small to mid-sized businesses and startups looking for an affordable, easy-to-use assessment platform with a broad test library and strong anti-cheating features.
However, organizations needing advanced behavioral analytics, deep technical assessment customization, or flexible pay-per-use pricing may want to consider more robust or specialized solutions.
4. DISC
The DISC assessment is a widely used personality test that measures four primary behavioral styles: Dominance, Influence, Steadiness, and Conscientiousness.
Unlike talent assessment software that evaluates cognitive ability, job skills, or predicts job performance, DISC focuses on how individuals interact, communicate, and respond to workplace situations
Key Features
- Simple Framework: Provides a common language for understanding and discussing workplace behavior, making it easy for teams to interpret and apply.
- Team Building & Communication: Used primarily to improve team dynamics, leadership development, and conflict resolution, rather than for screening or hiring.
- Quick Administration: Most assessments take 15–20 minutes, with instant PDF reports for individuals or groups.
- Customizable Reports: Offers a range of report types (Workplace, Management, Sales, etc.) to fit different organizational needs.
- Widely Recognized: One of the most popular personality assessments globally, with broad adoption in HR, education, and leadership training.
Reviews
DISC is praised for its ability to spark meaningful conversations, improve team cohesion, and provide a non-judgmental framework for understanding differences. Many organizations report better communication and reduced conflict after DISC workshops.
However, users and experts caution that results can vary between assessments, and the tool should not be used as the sole basis for hiring decisions.
Some HR professionals find it helpful for team building, while others view it as too simplistic or lacking scientific rigor compared to more modern psychometric tools.
Pricing
- Everything DiSC Workplace: $90 per assessment for individual purchases, with volume discounts available for larger groups.
- Other Reports: Prices range up to $210 for advanced or bundled reports (e.g., Agile EQ, Management, or Five Behaviors Team profiles).
You can purchase assessments individually or manage them via an EPIC Account for ongoing organizational use.
Pros & Cons
| Pros | Cons |
| Easy to administer and understand | Not predictive of job performance or technical skills |
| Great for team building, leadership, and communication | Can be inconsistent; results may vary between assessments |
| Provides a common language for workplace behavior | Not validated for hiring or high-stakes selection |
| Instant, actionable reports for individuals and groups | Oversimplifies human behavior; lacks depth of modern psychometric tools |
| Widely recognized and accepted in HR and L&D | Some experts question scientific rigor and accuracy |
DISC is a valuable tool for organizations looking to boost team cohesion, improve communication, and support leadership development.
However, it is not recommended for candidate screening or predicting job performance—its strengths lie in team building, not in making high-stakes hiring decisions.
5. Harver
Harver is a data-driven talent assessment platform designed for organizations focused on high-volume, objective, and bias-free hiring.
Its suite covers a wide range of assessment types, including cognitive ability, personality, situational judgment, learning agility, job knowledge, skills, and even gamified behavioral assessments.
Key Features
- Gamified & Engaging Assessments: Harver’s neuroscience-based, gamified behavioral assessments make the process more engaging for candidates.
- Realistic Job Previews: Candidates experience actual job scenarios, helping both sides assess fit and reducing early turnover.
- Predictive Analytics & Unbiased Matching: Harver’s AI-driven platform uses predictive analytics and adverse impact analysis to ensure fair, data-driven hiring decisions and support DEI initiatives.
- Customizable Assessment Frameworks: Organizations can tailor assessments to specific roles, industries, and even internal mobility, with support from Harver’s I-O psychologists.
Reviews
Harver is highly rated for its advanced analytics, engaging candidate experience, and ability to reduce bias in hiring. Users praise its comprehensive assessment library, predictive insights, and the positive impact on both time-to-hire and employee retention.
Some reviewers note a learning curve and complex setup, especially for organizations new to data-driven hiring. The platform is best suited for larger teams or those with high-volume hiring needs, as the price point and feature set may be more than smaller businesses require.
Pricing
Harver does not list detailed public pricing, though sources claim that it’s at a higher price point. All plans are subscription-based and tailored to organizational needs.
Pros & Cons
| Pros | Cons |
| Wide range of validated, customizable assessments | Higher price point than some SMB-focused competitors |
| Advanced predictive analytics and adverse impact analysis | Steep learning curve and complex setup for new users |
| Gamified, engaging candidate experience | May be more robust than needed for small teams or infrequent hiring |
| Realistic job previews and work-from-home readiness checks | Customization and implementation can require significant time investment |
| Strong DEI and bias mitigation features | No pay-per-use or small bundle pricing options |
Harver is a top choice for organizations seeking a comprehensive, data-driven assessment platform that prioritizes predictive analytics, candidate experience, and unbiased hiring at scale.
However, smaller businesses or those with limited hiring volume may find the platform’s depth, complexity, and price point more than they need.
6. Wonderlic
Wonderlic is a well-established talent assessment platform known for its multi-measure approach to predicting job performance.
Unlike providers that focus on a single dimension, Wonderlic Select evaluates candidates across three key areas: cognitive ability (can they do the job?), personality (how will they do the job?), and motivation (do they want to do the job?).
Wonderlic does not offer technical skills testing or immersive job simulations, but it excels at providing standardized, predictive insights for a wide range of roles.
Key Features
- Multi-Measure Assessment: Combines cognitive ability, personality, and motivation into a single, easy-to-interpret score, offering a more complete picture of candidate fit than single-focus assessments.
- Job-Specific Scoring Profiles: Off-the-shelf scoring profiles for virtually every job type, eliminating the need for generic or manually customized benchmarks.
- Objective. Data-First Insights: Standardized, science-backed results help reduce bias and enable fair, side-by-side candidate comparisons.
- Guided Interview & Onboarding Tools: Provides structured interview guides and onboarding tips based on assessment results, supporting better hiring and smoother new-hire transitions.
Reviews
Wonderlic is widely praised for its ease of use, clear reporting, and ability to quickly surface high-potential candidates. Users highlight the value of having a single, holistic score and appreciate the platform’s ability to reduce resume review time and support more objective hiring decisions.
Some users, however, wish for more flexibility in customizing assessments for atypical roles and note that the platform is best used as one part of a broader hiring process—not as the sole decision-maker.
Pricing
You won’t find their pricing online, but most plans are structured as annual subscriptions. You’ll need to reach out to the sales team for a custom quote.
Pros & Cons
| Pros | Cons |
| Holistic, multi-measure assessment (cognitive, personality, motivation) | Higher price point than some competitors, especially for small teams |
| Job-specific scoring profiles for nearly any role | Limited customization for highly unique or atypical roles |
| Easy-to-understand, single score for quick candidate comparison | No technical skills testing or immersive job simulations |
| Reduces bias and supports DEI initiatives | Best used as a screening tool, not as the sole basis for hiring decisions |
| Structured interview and onboarding support | Some users want more granular breakdowns of cognitive/personality results |
Wonderlic is a strong fit for organizations seeking a science-backed, holistic assessment that predicts job performance across a wide range of roles, especially those looking to reduce bias and make faster, more confident hiring decisions.
However, teams needing technical skills testing, deep customization for niche roles, or a lower-cost solution for occasional hiring may want to explore other options.
7. Mercer
You’re in HR — you know these folks.
Mercer is a global brand offering a broad suite of talent solutions, with talent assessment as just one part of its portfolio. Through its Mercer | Mettl platform, Mercer provides a comprehensive range of assessments, including psychometric (personality, behavior, cognitive, and aptitude), technical (IT and non-IT skills), digital readiness, and 360° feedback tools.
Unlike some competitors, Mercer’s strength lies in its ability to integrate assessments into larger talent strategies, but it does not specialize exclusively in talent assessment software.
Key Features
- Customizable Assessment Portfolio: Build tailored assessment batteries from a library of over a million questions, covering technical, cognitive, behavioral, and leadership competencies.
- Integrated Talent Strategy: Assessments are designed to feed into broader talent management, upskilling, and workforce planning initiatives, not just hiring.
- Global Reach & Scalability: Platform supports 27+ languages, remote proctoring, and is used by organizations in 80+ countries, making it suitable for global teams.
- 360° Feedback & Leadership Tools: Go beyond hiring with tools for high-potential identification, succession planning, and leadership development.
- Robust Security & Compliance: ISO27001 and ISO9001 certified, with secure proctoring and data privacy features for high-stakes assessments.
Reviews
Mercer | Mettl receives high marks for its breadth of assessment options, customization, and value for money — especially for organizations needing both hiring and development tools. Users praise its intuitive setup, strong proctoring features, and the ability to handle high-volume or global assessment needs.
However, some users note a learning curve for advanced features, occasional slow loading times, and that the interface can feel less modern than some specialized competitors.
Smaller organizations may find the platform’s depth and consulting focus more than they need, and some reviewers mention that customer support can be slow at times.
Pricing
Mercer | Mettl offers fully customized pricing based on assessment volume, features, and organization size. There is no public pricing available; all plans are tailored, and you must request a quote directly from Mercer. The platform supports both pay-as-you-go and subscription models, with flexible packages for different needs.
Pros & Cons
| Pros | Cons |
| Extremely broad and customizable assessment library | Not a pure-play talent assessment specialist; part of a larger consulting suite |
| Integrates assessments into broader talent and workforce strategies | Can be overwhelming for small businesses or those seeking a simple solution |
| Global reach, multi-language support, and strong proctoring | Some users report a learning curve and slower support |
| 360° feedback, leadership, and development tools | Interface and reporting can feel less modern than niche competitors |
| High security and compliance standards | Pricing is not transparent; must request a quote |
Mercer is a great fit for large organizations or enterprises seeking a global, customizable assessment platform that integrates with broader talent management and development strategies.
However, companies looking for a dedicated, standalone talent assessment tool — or those with limited budgets and simpler needs — may find Mercer’s depth and consulting focus more than they require.
8. Spark Hire
Spark Hire’s Predictive Talent Assessment is a science-backed, behavioral assessment platform designed to help organizations identify candidates who will thrive in their roles.
Unlike traditional personality or cognitive tests, Spark Hire’s assessment measures job-specific behavioral competencies and workplace motivations, providing actionable insights into a candidate’s fit for a particular role.
The platform does not offer technical skills or coding tests, but it excels at evaluating the soft skills and behaviors that drive long-term success across a wide range of job profiles.
Key Features
- Job-Specific, Predictive Assessments: Choose from 40+ predefined job profiles or request custom competency mapping to measure the exact behaviors and motivations that predict success in your open roles. Assessments are based on 138+ validated competencies and can be tailored to your hiring needs.
- Instant, Easy-to-Read Reports: Get three types of reports — Hiring, Coaching, and Individual — delivered instantly after assessment completion. These reports provide clear fit scores, strengths, development areas, and actionable onboarding recommendations, with no special training required to interpret.
- Bias-Reducing, Validated Science: Built on 50+ years of industrial-organizational psychology research and validated through 400+ studies, Spark Hire’s assessment is designed to minimize bias and ensure fairness across diverse candidate pools. Adverse impact analysis is conducted for every profile.
- Seamless Candidate Experience: Assessments take under 20 minutes, can be completed on any device, and allow candidates to pause and resume as needed. Automated reminders and 24/7 support ensure a smooth, accessible process for every applicant.
- Integrated with Video Interviewing and our Applicant Tracking System: Combine behavioral assessments with our video interview platform and ATS for a comprehensive, data-driven approach to screening and selection — all within a single, user-friendly system.
Reviews
Spark Hire’s Predictive Talent Assessment is praised by users for its ease of use, speed, and the depth of insight it provides.
Hiring teams highlight the clarity of the reports, the ability to make faster, more confident decisions, and the positive impact on both time-to-hire and team productivity. Customers also appreciate the platform’s candidate-friendly experience and responsive support.
Some users note that the assessment is best used alongside skills tests for technical roles, and that the platform is most impactful for organizations prioritizing behavioral fit and long-term retention.
Pricing
Plans that include Spark Hire’s Predictive Talent Assessment start at $500 per month for up to 500 employees, with unlimited users and assessments included. Custom pricing is available for larger organizations. All plans include access to video interviewing, automated reference checks, and core ATS features.
Pros & Cons
| Pros | Cons |
| Job-specific, science-backed behavioral assessment | Does not include technical skills or coding tests |
| Instant, easy-to-read reports for hiring and onboarding | Not a fit for organizations seeking only hard skills testing |
| Reduces bias and supports fair, data-driven hiring | No free trial, but available on monthly plans |
| Seamless candidate experience and 24/7 support | Best used alongside skills tests for technical roles |
| Integrates with video interviews and ATS for holistic hiring |
Spark Hire is an ideal choice for organizations seeking a fast, fair, and science-backed way to assess behavioral fit and workplace motivation— especially when hiring for roles where soft skills and long-term success matter most.
However, teams focused solely on technical skills testing may want to supplement Spark Hire with additional tools.
Talent Assessment Software FAQs
If you have more questions about how talent assessment software can fit into your hiring process, let us know.
Find The Best Talent With The Best Talent Assessment Software
We may be biased, but we truly believe that’s us!
Even if you feel we’re not, it’s important you understand that the right talent assessment software can be a real game changer, making your hiring process faster, fairer, and more predictive (so you can spend less time assessing and more time hiring candidates who truly fit within your organization).
Interested in learning more about how Spark Hire’s talent assessment can help you hire with confidence? Book a demo today and discover a smarter way to build your best team.
