Methodology & Disclaimer

This report was compiled by Integral Recruiting Design (IRD) using generative AI to synthesize publicly available documentation, product guides, customer reviews, and analyst commentary on leading pre-employment assessment vendors (e.g., Plum, SHL, Harver, HireVue, Modern Hire, HackerRank, Criteria, Pymetrics, etc.) as of 2025. IRD is not compensated by any vendor and makes no claims about the accuracy or completeness of the underlying data. The accuracy of these findings rests solely on the AI research, and all content should be interpreted as directional, not authoritative. Click here to view the original output, which includes citations and is presented here in full.

This document is intended to support thoughtful vendor evaluation, not to serve as a final judgment on any platform. We recommend that readers use the following questions as a starting point for due diligence when assessing pre-employment assessment tools and their fit for an iCIMS Talent Cloud integration.

Ten Key Questions iCIMS Customers Should Ask Pre-Employment Assessment Vendors

When evaluating assessment platforms for integration with iCIMS, mid-market and enterprise TA leaders should dig into the following key areas. Use these questions to guide vendor discussions and ensure the solution will meet your organization’s needs:

• 🧠 Integration Depth with iCIMS: How seamless is the integration? – Does the vendor offer a native iCIMS connector or open APIs for bi-directional data sync? Verify if assessment invites can be triggered within iCIMS, and if scores & reports flow back automatically. Ask whether the integration supports real-time status updates, single sign-on, and workflow triggers (e.g. sending an assessment when a candidate reaches a certain stage).

• 💬 Candidate Experience & Employer Brand: What will candidates and recruiters experience? – Assess the user-friendliness of the platform on all devices (mobile, desktop) and its accessibility. Is the assessment engaging or fatiguing? For example, some vendors boast 90%+ completion rates due to an interactive design. Candidates may even receive personal feedback or insights (e.g. Plum provides personalized talent profiles to every test-taker). Ensure the look and feel can be branded to your company and that recruiters can easily interpret results within iCIMS without logging into a separate system.

• ⚙️ Automation & Workflow Triggers: Does it streamline our hiring process? – Determine how well the tool supports automation of routine tasks. Can assessments be sent automatically when a candidate applies or moves to a new stage? Will the platform auto-progress or flag candidates based on scoring thresholds? Look for flexible workflow integration – e.g. Harver triggers assessments seamlessly and pushes data back to iCIMS so recruiters “never switch systems”. Ask if the vendor supports automated scheduling of follow-up interviews (for video-based tools) or auto-reminders to candidates to improve completion rates.

• 🧩 Feature Set & Customizability: Does it offer the assessments we need, and can we tailor them? – Inventory the types of tests offered: cognitive ability, personality and culture fit, technical skills (coding, etc.), language proficiency, situational judgment, video interviews, gamified assessments, etc. Match the tool’s strengths to your use cases – e.g. coding tests for engineering roles, game-based psychometrics for early-career hiring, or realistic job simulations for front-line roles. Check if assessments are scientifically validated for job relevance and if the platform allows custom content or weighting. For instance, Criteria Corp provides a comprehensive portfolio from traditional aptitude quizzes to game-based cognitive tests and even integrity evaluations. Confirm whether the vendor can configure scoring models or custom exercises to suit your organization’s competencies.

• 📊 Analytics & Reporting: What insights do we get? – Ask about the depth of reporting dashboards and analytics. Can you track metrics like assessment completion rates, score distributions, pass/fail rates, and correlation with hiring outcomes? Robust analytics help demonstrate ROI – e.g. Plum claims customers saw up to 77% higher retention and 50% lower TA costs by using their assessment to improve quality of hire. Check if the vendor’s reports support adverse impact analysis for EEOC/OFCCP compliance and if data can be exported or integrated into your HRIS. Vendors with strong analytics will provide validated benchmarks and predictive insights (e.g. Modern Hire’s science team can show how scores relate to performance and turnover).

• 🌍 Volume & Global Readiness: Can it handle large-scale, global hiring? – If you hire in high volumes or across multiple regions, ensure the assessment tool is equipped for that scale. Ask about language support: top vendors support dozens of languages (e.g. SHL offers tests in 30+ languages, Plum in 21 languages, Harver and Pymetrics also operate globally with localized assessments). Verify the platform can handle concurrent candidates (stress-test if you plan to send to thousands of applicants at once). Also inquire about data residency and compliance – GDPR compliance, bias audits (New York City AEDT law compliance), and any regional support capabilities (e.g. time zone scheduling for interviews). Scalability and reliability (uptime commitments) are key for enterprise use.

• 📈 Predictive Effectiveness: How does the assessment improve quality of hire? – Request validation studies or client success stories. Good questions include: What performance metrics does the assessment predict (e.g. sales productivity, tenure, customer service ratings)? What is the tool’s demonstrated impact on retention, diversity, or hiring speed? Leading vendors should offer evidence: for example, Modern Hire’s Virtual Job Tryout is shown to reduce turnover by giving candidates a realistic preview and matching those truly suited. Look for assessments that measure job-relevant competencies and have data to back up their predictive validity.

• 💻 Candidate & Recruiter Support: What support is provided during and after implementation? – Evaluate the vendor’s customer support and implementation services. Will they help configure the iCIMS integration and troubleshoot issues? Do they provide training for recruiters on interpreting results? Also consider candidate support – is there a helpdesk or FAQ for test-takers (especially important for technical issues in timed tests or game assessments). Some vendors, like Harver, emphasize “effortless setup” with a dedicated integration team for ATS connections. Ensure you won’t be on your own to get the system running smoothly.

• 💰 Pricing Model and Total Cost of Ownership: How is pricing structured, and what does it include? – Understand whether pricing is subscription-based, per test, per candidate, or per hire. Also clarify if the iCIMS integration incurs an extra fee. For instance, one user noted Plum’s pricing was monthly subscription-based, but felt a per-job model might have been preferable for their usage. Enterprise assessment tools like SHL or HireVue typically offer annual licenses based on organization size or hiring volume (some deals can be substantial, e.g. high-volume enterprise plans). Consider hidden costs: are there additional charges for customization, data exports, or refreshes of content? Factor in implementation and maintenance costs (does the vendor charge for integration support or updates?). Getting a detailed quote and possibly a pilot program can help assess the true TCO.

• 🔍 References & Track Record: What do other iCIMS customers say? – Finally, ask for case studies or references from organizations with similar requirements (industry, size, use case). How well does the solution actually perform in practice when integrated with iCIMS? For example, SHL publishes customer testimonials about improved time-to-hire with their iCIMS integration, and user reviews of Wonderlic’s WonScore note it became an “integral” step that added significant ROI for minimal effort. Peer feedback can validate vendor claims on reliability, bias reduction, and candidate reactions. Leverage sites like G2, Capterra, and TrustRadius to gauge overall satisfaction and common pros/cons for each tool.

Vendor Rankings at a Glance

Below is a summary comparison of 9 leading assessment platforms and how they score across five key categories for iCIMS integration. Each category is scored on a 10-point scale (10 = excellent), and we’ve totaled the scores for an overall out-of-50 ranking. (These scores are indicative based on available research and reviews – use them as a directional guide.)

Legend: iCIMS Integration = how well the platform integrates with iCIMS Talent Cloud; Candidate UX = candidate and recruiter user experience; Automation & Flexibility = workflow automation and assessment customization; Analytics = quality of reporting and decision insights; Volume/Global = suitability for high-volume and international hiring.

Takeaways for iCIMS Customers

Each assessment vendor shines in different areas. Here’s a quick best-fit summary for each, to help you narrow down which might suit your organization:

• SHL: Enterprise all-rounder. Excellent for organizations needing a wide variety of scientifically validated assessments (from entry-level to leadership) on a global scale. Best fit if you value deep psychometric rigor, extensive content (30+ languages, many role-specific tests), and a proven iCIMS integration for large-scale hiring.

• Harver (Outmatch): High-volume hiring specialist. Ideal for retail, customer service, or other large-scale recruiting where you need to process thousands of applicants efficiently without sacrificing candidate experience. Harver’s engaging assessments (like situational judgment games) and automation are geared to streamline volume recruitment while improving quality.

• Plum: Soft skills and potential focus. Great for companies emphasizing culture fit, potential, and internal mobility. Plum excels at measuring innate talents like adaptability, innovation, and teamwork in a single assessment, making it useful for early-career programs, rotational hires, or as a supplemental data point for any role where attitude and potential trump hard skills. The integration with iCIMS adds those talent insights right into candidate profiles for easy comparison.

• HireVue: Video interviewing with gamified assessments. Best suited if you want to combine on-demand video interviews with quick skill games for a modern, comprehensive screening process. Commonly used in campus recruiting and managerial hiring – e.g. have candidates record video responses and play neuroscience games, then review both in one system. HireVue’s mobile-friendly approach and bias mitigation focus make it a popular choice for improving hiring efficiency while keeping a personal touch.

• Modern Hire: Immersive simulations for better hires. Ideal for roles where a “day in the life” preview or multi-measure assessment can drastically improve fit – for example, call center reps, nurses, sales associates, or any role with high turnover. Modern Hire’s Virtual Job Tryouts provide a realistic simulation that helps identify candidates who’ll perform well and stay, yielding measurable retention gains. Choose this if reducing early turnover and increasing quality-of-hire are top priorities, and you’re willing to invest in a more intensive assessment process.

• HackerRank: Technical hiring powerhouse. A perfect fit for organizations hiring software developers, data scientists, and IT professionals. HackerRank provides a structured way to assess coding skills at scale, with a huge library of programming challenges and the ability to watch replays of code tests. If engineering talent is your focus, HackerRank’s strong integration and developer-friendly interface will drastically improve your tech screening (G2 users rate it #1 for technical screening).

• Criteria Corp: Broad aptitude and skills testing made easy. Suited for mid-sized companies that hire for a range of roles and want one platform for cognitive tests, personality questionnaires, basic skills (e.g. Excel, typing), and even video interviews. It’s a jack-of-all-trades solution: not as specialized as others in any single area, but very convenient and user-friendly. If you value mobile-ready assessments and a straightforward, cost-effective package that integrates with iCIMS, Criteria is a strong contender.

• Pymetrics: Diversity and potential-driven hiring. Best for organizations aiming to boost diversity and find non-traditional candidates with high potential. Pymetrics’ game-based assessment is especially popular for entry-level recruiting – think consulting firms, banks, and tech companies using it to screen campus hires in a fair, engaging way. If you want an innovative tool that candidates actually enjoy and that helps reduce bias via AI, Pymetrics can be a great addition (often used alongside other assessments or interviews as part of a modern hiring process).

• Wonderlic (WonScore): Quick screening for core competencies. A good fit for companies that need a fast, inexpensive measure of general cognitive ability and personality for a wide range of roles. It’s often used by SMBs or organizations that may not have extensive HR analytics infrastructure – the tool’s strength is its simplicity and proven track record. If you’re looking to augment your iCIMS workflow with a lightweight assessment that can improve your quality-of-hire (e.g. ensuring minimum cognitive ability for job trainees, or assessing work style fit), Wonderlic provides a practical solution without much complexity.

Comprehensive Vendor Analyses

Below, we provide a detailed analysis of each selected vendor across key dimensions: Integration with iCIMS, Core Features & Differentiators, Candidate & Recruiter Experience, Industry Use Cases, and Pricing Model. Use these profiles to dive deeper into how each tool aligns with your needs.

1. SHL

Integration with iCIMS

SHL offers a seamless, productized integration with iCIMS Talent Cloud. As an established iCIMS partner, SHL’s assessments can be ordered directly from the iCIMS interface, and results (scores, reports, recommendation flags) are returned in real time. The integration supports workflow triggers – for example, when a candidate moves to the “Assessment” status in iCIMS, an SHL assessment can be automatically initiated and emailed. Recruiters can then view the candidate’s SHL job fit scores and detailed reports within iCIMS without logging into SHL separately. This tight integration reduces manual effort and speeds up decision-making. SHL and iCIMS also support single sign-on and data mapping of assessment fields to iCIMS profile fields. According to SHL, integrating their assessments via iCIMS “significantly reduces HR time by up to 60% through process automation” while providing a unified view of candidate data. In short, SHL’s iCIMS integration is robust and enterprise-grade, honed by many large mutual clients over the years.

Core Features & Differentiators

SHL is a global leader in psychometric assessments, with an extensive catalog built over ~40 years. Key features include: Cognitive ability tests (from general aptitude to role-specific reasoning tests), personality questionnaires (such as OPQ – Occupational Personality Questionnaire), skill tests (IT, languages, software), situational judgment tests (SJTs), behavioral interviews, and even simulation exercises for leadership roles. A major differentiator is scientific rigor: SHL’s tests are all validity researched and standardized; they can demonstrate how each assessment predicts job performance. SHL covers 30+ languages and has content tailored to 40+ industry sectors, which few competitors match. Another differentiator is the breadth and depth – whether you need a basic numerical reasoning test for entry-level or an executive assessment center, SHL has it. The platform also offers AI-driven tools (like coding simulations, via a partnership, and video interview analytics) and has solutions for talent mobility and leadership development. SHL’s portfolio is unified under a platform that allows combining multiple assessments into a single candidate journey. They also provide benchmarks: clients can compare candidates to global or industry norms. In summary, SHL’s differentiators are its scientific credibility, global range, and being a one-stop shop for assessment needs (especially for enterprise clients who want a single vendor for consistency).

Candidate & Recruiter Experience

For candidates, SHL assessments are traditional but polished. The tests are typically modular and timed, with clear instructions and practice questions available. SHL has worked on candidate experience by making tests mobile-friendly and shorter where possible. For example, many of their cognitive tests take about 15–30 minutes, and personality questionnaires are adaptive to shorten completion time. They claim a streamlined candidate experience that even enhances employer brand appeal when integrated smoothly. That said, SHL’s style is more conventional (question-and-answer format) compared to the gamified newcomers – some candidates might find the tests intimidating or dry (especially the cognitive ones). However, SHL’s candidate support is strong: they offer practice tests on their website and technical support for issues. From the recruiter side, SHL’s integration into iCIMS means the experience is efficient – recruiters can trigger tests with a click and get easy-to-read score reports in the ATS. One client testimonial noted that having SHL integrated “led to an improvement in time to hire as results are immediately available for our recruiting managers”. Recruiters also benefit from SHL’s interpretation guides that highlight which candidates are high potential (often via a color-banded score or percentile). The SHL platform interface (if accessed directly) is enterprise-grade but can be a bit complex given the breadth of options. Overall, the experience is robust and reliable, if not as flashy as some newer tools – it’s designed to feel like part of a professional hiring workflow, and it succeeds in that.

Industry Use Cases

SHL is used across virtually all industries and job levels. Some notable use cases:

• Volume hiring in retail or customer service: Companies send large batches of applicants through SHL’s online tests (like numerical and verbal reasoning, or situational judgment). SHL’s capacity to handle volume and its library of hourly-worker tests (e.g. a work reliability test, safety tests) makes it a fit.

• Campus and early-career programs: Many firms use SHL’s cognitive tests and behavioral questionnaires to screen management trainees or interns, benefiting from the normative data to select top-percentile talent.

• Technology and engineering roles: SHL offers IT aptitude tests and even coding simulations via partnerships. While specialized coding platforms exist, some employers use SHL for a consistent hiring bar across roles (e.g. a tech company might use SHL for both engineers and non-tech staff to have one integrated assessment suite).

• Leadership assessment and succession planning: SHL’s higher-level assessments (like OPQ personality profiles, motivational questionnaires, and interactive simulations) are used to identify leadership potential. These often feed into hiring decisions for managers or development plans for internal promotions.

• Global companies with diverse roles: SHL is often chosen by multinationals because they can deploy the same testing program worldwide (due to the language support and local validation). For instance, a global bank could use SHL for everything from bank teller aptitude tests to executive assessments, ensuring consistency.
  In essence, SHL is the “safe choice” for many use cases – if a company needs a well-validated assessment solution that can be applied to numerous roles and countries, SHL is frequently on the shortlist.

Pricing Model

SHL’s pricing is typically enterprise subscription-based. They usually tailor licenses based on the number of assessments administered or the number of candidates assessed per year. Large organizations might sign an annual or multi-year contract that includes a certain volume of test administrations. SHL often prices by assessment credits – e.g. you purchase X assessments upfront (with volume discounts). Another model they use is per-candidate bundles or unlimited use within a specific scope, depending on the client’s hiring volume. Because SHL has a wide range of products, pricing can be modular (you pay for the specific types of tests you need and the integration if applicable). For instance, a package might cover a suite of assessments for volume hiring at a flat rate, and additional executive assessments at a per-use fee. Integration costs with iCIMS can sometimes be extra (either a one-time setup fee or included if through the marketplace). It’s noted that SHL’s solutions are on the higher end of cost – reflective of their enterprise focus. Anecdotal reports suggest large firms may spend tens of thousands to hundreds of thousands of dollars annually on SHL, depending on scale. (One comparison source listed a high-end assessment suite costing upwards of $35k/month for extensive use—likely referencing a vendor like SHL or similar.) Mid-market companies can engage with SHL too, but often via resellers or smaller packages. In short, expect SHL to propose a custom quote; budget accordingly if you have high volumes or many different assessments, as costs can add up with this premium provider.

2. Harver (formerly Outmatch)

Integration with iCIMS

Harver provides a tight integration with iCIMS, purpose-built for high-volume recruitment workflows. Through the iCIMS marketplace (Prime Connector), Harver assessments can be seamlessly embedded in your hiring process. When a candidate reaches a certain stage (e.g. “Assessment – Sent”), iCIMS will trigger Harver to send an assessment invitation automatically. Once the candidate completes the assessment, Harver pushes the results – including scores, status, and even links to detailed reports or interview recordings (if using their video interview module) – back into the iCIMS candidate profile. Harver’s integration was designed to “provide a uniform experience throughout the application process”, ensuring candidates and recruiters move between iCIMS and Harver without friction. In practice, recruiters can stay inside iCIMS and see Harver data populate in real time (via custom fields or attachments). This includes rich data like personality trait scores, culture fit ratings, cognitive test results, etc., all unified under the candidate in iCIMS. Harver touts that you can “improve core KPIs like time-to-hire and quality-of-hire without ever switching systems” – indicating how fully the integration supports end-to-end use in iCIMS. Setting up the integration is also straightforward: Harver provides an integration team to work with your tech team, or they guide you through a self-service setup wizard. Typically, it uses API keys or SFTP for data transfer, depending on the specific workflows. Overall, iCIMS customers report the Harver integration to be “plug and play” and reliable. (Note: Harver also integrates with iCIMS Text Engagement for automated assessment invites via SMS, if configured, which can further streamline the process for high-volume scenarios).

Core Features & Differentiators

Harver (which acquired Outmatch and modernized its portfolio under the Harver name) is a comprehensive hiring solution with a focus on pre-hire assessments for volume roles. Its core features include:

• Predictive Assessments: a suite of short assessments measuring key success traits. This includes personality and culture fit questionnaires, cognitive ability tests, situational judgment tests (SJTs) that simulate work scenarios, language proficiency tests, and more. Uniquely, Harver also offers gamified assessments (leveraging neuroscience-based games) to evaluate traits like learning agility, attention and risk-taking in an engaging format.

• Multi-Measure Matching: Harver’s platform can combine multiple assessment results into a single “match score” or profile for a candidate. For example, for a customer service role, you might use a personality test + cognitive test + SJT, and Harver will aggregate results to show which candidates are the best overall fit. This holistic matching is a differentiator – it goes beyond single test scores to an integrated recommendation.

• Automated Interviewing (Virtual Interviews): Through acquisitions like LaunchPad and Wepow, Harver includes on-demand video interviewing and even asynchronous interview tools. Candidates can record video responses to preset questions, and recruiters can review these within Harver/iCIMS. The interviews can be combined with assessments for a one-stop evaluation process.

• Workflow Automation: Harver stands out for features tailored to high-volume recruiting. For instance, automated scheduling tools, an integration to send follow-up content to candidates, and auto-progression of candidates who meet certain criteria. It’s built to reduce recruiter manual work significantly.

• Business Insights (Analytics): The platform includes dashboards to monitor pipeline quality, completion rates, and predictive analytics. For example, Harver can show how candidates who scored “high” are performing on the job (if integrated with HRIS data) to continually validate the assessments.

• Responsiveness and Security: Harver is cloud-based and scalable, with enterprise-grade security (GDPR compliant, ISO 27001 certified).
  Harver’s key differentiator is being an end-to-end hiring solution particularly for volume hiring and entry-level roles. It is built to handle the assessment needs of industries like hospitality, BPOs, retail, transportation, etc., where filtering large applicant pools quickly is crucial. The platform’s emphasis on candidate experience (short, engaging assessments) plus predictive matching (to reduce turnover) really caters to those use cases. Additionally, Harver’s recent innovations like the Gamified Behavioral Assessments add a modern touch that some competitors lack, making assessments more interactive and insightful by measuring real-time decision-making.

Candidate & Recruiter Experience

Candidate Experience: Harver is intentionally designed to be engaging and user-friendly for candidates. Instead of confronting applicants with long, dull questionnaires, Harver often presents assessments as “challenges” or realistic scenarios. For example, their Situational Judgment Test will show a scenario (sometimes even with video) and ask the candidate how they’d respond – this feels more like part of the job process than a test. The gamified cognitive and behavioral tests involve interactive activities (like puzzles, memory games, or simulations of work tasks) that many candidates find refreshing. Because Harver focuses on volume roles, all assessments are mobile-optimized – a candidate can complete them on a smartphone without issues (important as many retail or hourly workers may only have a phone). The process is also modular: candidates often receive a single link and then complete a series of short modules (each maybe 5–10 minutes) which keeps them engaged. Harver reports high completion and low drop-off; it also gives feedback or insight to candidates in some cases (for instance, some employers share parts of the results with candidates as a value-add). Moreover, Harver’s approach reduces bias – by using work-related scenarios and objective games, candidates feel it’s fair and job-relevant, rather than arbitrary questions.

Recruiter Experience: For recruiters and hiring managers, Harver provides a clear dashboard of candidates with match scores once assessments are done. Within iCIMS, recruiters can quickly see which candidates are “Recommended” or “Top Matches” based on Harver’s scoring. This helps prioritize callbacks or interviews. One big plus: no need to toggle between systems – recruiters get all needed info in iCIMS (like a link to the detailed Harver report for a candidate, which might show their scores in various competencies like cognitive, language, personality fit, etc.). Harver’s interface (outside iCIMS) is also intuitive, using visualizations (like bar charts or badges for competencies) to make it easy to interpret results at a glance. Since Harver automates much of the process, recruiters spend less time administering tests and more time engaging with qualified talent. Harver also provides a built-in candidate communication mechanism – e.g., automated emails or text invites, which reduces admin work. Overall, recruiters experience Harver as a time-saving assistant: by the time they go to review applicants, Harver has sorted and ranked them, and often those at the top indeed prove to be better hires (improving recruiter confidence in the tool). In summary, candidate feedback on Harver tends to mention the process was “fun and relevant,” and recruiter feedback highlights that it streamlines their workflow immensely.

Industry Use Cases

Harver is particularly prevalent in industries and roles where there are large applicant pools and a need to quickly identify who has the right skills and traits:

• Customer Service & Call Centers: Companies with call center roles use Harver to evaluate communication skills, multi-tasking (via cognitive games), and customer-centric personality traits, often replacing a traditional phone screen. For example, Harver can simulate a customer scenario in an SJT to see how a candidate responds.

• Retail & Hospitality: These sectors often get huge numbers of applicants for entry-level jobs. Harver’s assessments (including personality/culture fit and situational judgement) help highlight candidates who will excel in customer-facing, team-oriented environments (and reduce hiring bias by focusing on traits over background). Volume hiring events (e.g., holiday hiring) are supported by Harver’s scalable platform.

• Logistics & Warehousing: For roles like warehouse associates or drivers, Harver can test for reliability, safety orientation, and problem-solving. In fact, Harver (Outmatch) has assessments specifically for warehouse productivity and recently even introduced a simulation for commercial driver roles – allowing employers to preview if a driver candidate can handle scenarios on the road (this is a unique niche use case).

• Financial Services & BPO: Where there’s a need for strong language and cognitive skills (e.g., data entry clerks, bank tellers, back-office processing), Harver’s cognitive tests and language tests are useful. BPOs (Business Process Outsourcers) love Harver because they hire en masse and need to gauge English proficiency, cognitive ability, etc., quickly.

• Entry-Level Corporate Roles: Some companies also use Harver for their early-career corporate programs (like a rotational grad program), combining the cognitive and personality assessments to find high-potential young talent in an unbiased way.

• Internal Talent Mobility: Although primarily pre-hire, Harver’s matching platform can also be used internally to assess existing employees for promotions or new roles, using the same data to inform internal hiring (especially after their Devine Group acquisition, which had internal mobility tools).
  The unifying theme is high-volume, front-line, or early-career hiring where traditional resumes don’t provide much insight. Harver’s clients are often trying to reduce turnover – for example, matching better to reduce “quick quits” in hourly roles – and indeed many case studies show Harver decreases early attrition and increases performance by selecting more suitable candidates. If your industry faces a “resume flood” or heavy attrition in entry roles, Harver is an excellent use-case fit.

Pricing Model

Harver typically operates on a SaaS subscription model, tailored to the client’s hiring volume and feature needs. Pricing is usually annual and can be structured in a few ways:

• Enterprise License: A flat annual fee that allows unlimited assessments (common for very high-volume employers). This might be tiered by organization size or number of hires. For example, an enterprise might pay a flat fee to assess up to X candidates/year.

• Per Candidate or Per Assessment: Some mid-sized clients might opt for pricing based on candidates assessed. E.g., $Y per candidate who goes through the Harver platform. Given Harver often uses multiple tests per candidate, pricing per candidate can be simpler than per test.

• Module-Based: Harver’s suite includes assessments, video interviewing, scheduling, etc. – clients can purchase the full platform or just the assessment module. Pricing will adjust accordingly. For instance, adding video interviewing might raise the cost.
  Because Harver focuses on ROI (reducing time-to-hire, etc.), they often position the pricing in context of savings. They do not publicly list prices, as packages are customized. However, to give a sense: similar volume assessment platforms often start in the low five-figures annually for mid-market usage. For large enterprises hiring tens of thousands, costs can go into six figures. Integration costs with iCIMS are generally included if you’re buying through iCIMS marketplace (the Prime integration fee might be rolled into subscription). One external comparison noted that some top assessment platforms (possibly referencing Harver or peers) have pricing starting around $5,000 per year for smaller setups and scaling upward. Harver likely will have a minimum annual fee. It’s also worth noting that Harver (as Outmatch) historically offered bundled solutions – for example, one price for assessments + reference checking (they had a reference check tool too) + interviewing. This bundling can affect price. In summary, expect an annual subscription with cost proportional to the scope of your hiring. And since Harver’s sweet spot is reducing manual work, they often justify the cost by comparing it to what you’d spend on extra recruiters or overtime without their automation.

3. Plum

Integration with iCIMS

Plum offers a native integration with iCIMS (as part of the iCIMS Prime Connectors program). According to Plum, it integrates directly with several major ATS including iCIMS. The integration is API-driven and allows for bi-directional data flow. Practically, this means from within iCIMS a recruiter can trigger a Plum assessment invite (either manually or automatically at a given stage), and once the candidate completes the assessment, Plum’s results (the Talent Profile or “Plum Score”) are pulled back into iCIMS. The data returned can include the candidate’s overall match score for a role, breakdowns of their top talents (e.g. Adaptability, Communication, etc.), and even suggested interview questions based on their profile. These can be mapped to custom fields or attached as a PDF report in iCIMS. Plum’s integration supports real-time syncing, so recruiters often see results immediately when they refresh the candidate’s iCIMS record. Setting up the integration involves obtaining API credentials from Plum and configuring iCIMS workflows, but Plum’s team provides guidance (and iCIMS likely has a pre-built connector template for Plum). In sum, Plum’s iCIMS integration is straightforward and effective – it essentially embeds Plum’s powerful assessment into the ATS workflow seamlessly. One benefit to highlight: because Plum measures transferable talents of candidates, the data in iCIMS can potentially be reused beyond one requisition (e.g. searching the database for candidates with high scores in a talent needed for a new role). The integration ensures that rich Plum data lives attached to the candidate in iCIMS for future leverage.

Core Features & Differentiators

Plum is distinct from many assessment tools in that it focuses on evaluating intrinsic talents, soft skills, and potential rather than job-specific hard skills. Core features include:

• Plum Assessment (Talents & Personality): Plum’s flagship assessment is a single, approximately 25-minute online assessment that blends components of cognitive ability, personality, and situational judgment. It uses psychometric questions (like identifying patterns, and forced-choice personality trade-offs) to measure a candidate against 10 talent dimensions (e.g. Adaptation, Communication, Innovation, Workplace Culture etc.). The result is a “Plum Profile” for each candidate highlighting their top talents.

• Role Analysis and Match Score: A key differentiator – Plum allows employers to define a success profile for each role by having stakeholders (top performers, managers) complete a short survey about what talents are important for that job. Plum then uses that to generate a role profile. Every candidate who takes the Plum assessment is scored against any role profile to produce a match score (%). This enables talent matching at scale – e.g., you might find someone who applied for Job A but is a high fit for Job B. This is something Plum excels at: identifying potential and transferable skills.

• Candidate Coaching Insights: Every candidate who takes Plum gets something in return: a personalized insight report about their own strengths and work style. This not only improves candidate experience but also differentiates Plum as a more developmental tool.

• Advanced Analytics & Team Strengths: Plum’s platform isn’t just for hiring; it also supports talent management. For example, Plum can aggregate the talent profiles of your whole team or company (if many employees take it) to see gaps or strengths, which can inform internal mobility or training. This cross-use makes it more than a one-time test – it’s marketed as a “talent resilience” platform.

• Unbiased, Scientific Approach: Plum leverages industrial/organizational psychology research, and they emphasize that their assessment is gender and race neutral and has been bias-audited by third parties. They claim to meet stringent requirements like the NYC Local Law 144 for automated hiring tools.

• Integrations & API: Beyond iCIMS, Plum has API access and integrations with other systems (SuccessFactors, Greenhouse, Workday, etc.), showing it’s designed to plug into existing workflows easily.
  What really sets Plum apart is its holistic view of potential. Unlike skills tests that say “can do X?”, Plum is answering “could this person excel and grow in our environment?”. It quantifies soft skills in a very actionable way. Additionally, Plum’s single assessment for all roles is a differentiator; candidates take it once and can be considered for many roles – that’s efficient in large orgs. Finally, Plum’s focus on combining cognitive + personality + social intelligence in one tool, and delivering both hiring and development value, makes it unique among vendors.

Candidate & Recruiter Experience

Candidate Experience: Candidates generally experience Plum as a refreshing change from typical hiring tests. The assessment is visually clean, and it includes interactive parts like a problem-solving section (akin to puzzles) and a personality section where candidates must rank statements about themselves. One notable aspect is the forced-choice personality format, where candidates have to prioritize statements – this can be challenging, but many candidates find it thought-provoking and appreciate the self-reflection. It typically takes 25–30 minutes, which is relatively short considering it covers multiple dimensions. Plum reports a 92% completion rate, indicating that candidates rarely abandon it mid-way. That high completion is likely due to its design (engaging and not overly long) and the fact that candidates get a benefit: at the end, they receive their top 3 talents with definitions and some advice on leveraging them. This personal feedback is quite unique – candidates often mention “I actually learned something about myself by taking this assessment,” which boosts employer brand perception. The platform is fully mobile-accessible (21 languages supported ensures non-English speakers can take it comfortably). In terms of candidate sentiment, Plum is usually seen as fair because it’s not about right or wrong answers but about who you are – this often reduces test anxiety. Plus, Plum explicitly positions the assessment as helping find a role you’ll thrive in, which candidates tend to appreciate.

Recruiter Experience: For recruiters, Plum simplifies the early screening process. In iCIMS, they might see something like a Plum Match Score or badges for each candidate. This allows quick identification of, say, the top 20% “best fit” in a large pool, focusing recruiter time on those. The Plum dashboard (if used outside iCIMS) provides richer info: each candidate’s talent profile and where they rank on each talent. Recruiters/hiring managers can interactively compare candidates or see how a candidate matches multiple roles. Plum also provides suggested interview questions tailored to each candidate’s profile – this is a big help to recruiters in structuring subsequent interviews. For instance, if a candidate scored low on Adaptability (and the role needs it), Plum might suggest probing that area in an interview. Implementation-wise, recruiters need to ensure the role profile is set up (which Plum helps with via the stakeholder survey). But once it’s in place, it’s fairly hands-off – all applicants can be automatically invited and the results come in labeled against that profile. Recruiters have reported that Plum helped them discover non-obvious candidates: e.g., someone without the typical background but who scored highly in the talent profile, who then turned out to be great. That expands the talent pipeline and supports diversity. A potential learning curve is understanding Plum’s concept of “talents” – recruiters might need a short training to read Plum reports effectively. But Plum provides handy visuals and straightforward language (no overly technical psych jargon). Since Plum doesn’t give a simple yes/no, but rather a comparative fit, recruiters still apply judgment – but Plum arms them with rich data to justify decisions. Overall, recruiters experience Plum as a modern, insightful tool that adds depth to candidate evaluation beyond the resume, with minimal extra effort thanks to integration.

Industry Use Cases

Plum is broadly applicable across industries because soft skills and potential are universally relevant. However, some use cases stand out:

• Graduate & Early-Career Hiring: Companies that hire interns, management trainees, or large cohorts of new grads use Plum to identify who has the raw talent to succeed long-term. For example, Scotiabank used Plum for early-career hiring and reported scalable ROI by moving away from traditional criteria. It helps pick out high-potential individuals from large applicant pools with little work experience to differentiate them.

• Leadership Development & Hiring: When selecting future leaders or managers (either externally or internally), Plum’s assessment of traits like innovation, communication, etc., helps gauge leadership potential. It can complement an interview by quantifying “softer” leadership attributes.

• High-turnover roles where personality matters: Think of roles like sales or customer success, where a certain profile (driven, empathetic, resilient) tends to do well. Plum can screen for those traits. Another example: call centers might use Plum to find who has the personality to handle irate customers calmly.

• Diversity Hiring Programs: Because Plum is seen as reducing bias by focusing on inherent talents and not resume credentials, firms have used it in diversity recruitment initiatives. For instance, some tech firms might use Plum to find candidates from non-traditional backgrounds who have the right competencies to learn on the job.

• Internal Mobility and Workforce Planning: Beyond hiring, some companies deploy Plum internally so that when a new role opens, they can quickly match existing employees who took Plum to see who might fit or who could be developed into that role. This helps retain talent by moving them to roles where their talents are better utilized.

• SMBs/Teams with limited HR: Even smaller organizations or individual teams use Plum to take some subjectivity out of hiring. Because it’s one assessment for any role, it’s easy to implement without needing multiple tests. SMBs like that they get a “big company” assessment tool at a reasonable scale.
  Plum’s use is quite horizontal; it doesn’t provide job-specific hard skill results, so many employers pair Plum with other assessments (e.g., a coding test or a basic skills test) for a full picture. But its sweet spot is where attitude, culture fit, and potential are the key differentiators among candidates. For example, Plum has been used in logistics roles to find dependable, adaptable hires for fast-paced fulfillment environments (these traits aren’t obvious from a resume). It’s also used in sectors like finance, consulting, tech, and retail for customer-facing roles. In essence, any industry that believes hiring for attitude and training for skills will find Plum very useful.

Pricing Model

Plum’s pricing is provided as a SaaS model, typically on an annual subscription basis. They offer packages usually tied to the number of employees or candidates (since Plum can be used for both external hiring and internal development). Some insights from customers:

• One user noted that Plum had a monthly pricing model for their organization, which they found less ideal. This suggests Plum might charge a monthly or annual fee for a certain usage band (possibly unlimited assessments or up to X assessments per month).

• Plum does not publicly list pricing, but being oriented to mid-market and enterprise, it’s likely in the mid-range: not as expensive as a huge enterprise tool, but not cheap per candidate like some skills tests.

• There may be different tiers: e.g., a basic tier for using Plum just for hiring, and a higher tier if you also use it for all employees (which increases the population assessed).

• The mention of “per-job pricing would be ideal” by a user implies Plum might currently charge by overall subscription rather than by job opening. Perhaps they have a license that covers an unlimited number of jobs and candidates, which smaller companies might find too broad if they only hire occasionally.

• It’s possible Plum’s pricing model is based on company size (number of employees), which is a method some talent platforms use. For example, TestGorilla’s review of alternatives noted Wonderlic pricing starts at $75/month for small companies measured by FTEs; Plum might be similar in concept, but likely higher given its advanced features.

• Plum likely offers custom quotes for enterprise with many hires or global usage.
  As a rough ballpark, small-to-mid organizations might pay in the few thousands per year for Plum, whereas large enterprises could be in the tens of thousands per year. Implementation/integration might be included or a one-time fee. Plum does offer free trials to test it out (though one review noted no free version of full software). Importantly, since Plum can be used for all employees, some companies see it as a dual investment (recruitment + development), which can justify a higher price if they capitalize on both uses. In any case, prospective iCIMS clients would negotiate based on their hiring volume; Plum’s team is relatively flexible with structuring a package that fits (e.g., if only used for a grad program once a year versus for every hire across the year). The total cost of ownership remains fairly straightforward with Plum: the subscription covers usage of the assessment platform, reporting, updates, and integration maintenance. There are typically no per-candidate fees in a subscription model (meaning you don’t have to count every single assessment taken, which recruiters find convenient).

4. HireVue

Integration with iCIMS

HireVue is a long-standing partner in the iCIMS ecosystem, and their integration is mature and widely adopted. Through an iCIMS Prime integration, HireVue’s video interviewing and game-based assessments can be launched directly from iCIMS. In practical terms: a recruiter can, within iCIMS, select a candidate (or multiple) and click “Send HireVue Interview/Assessment”. The candidate then receives an invite to complete a HireVue on-demand video interview and/or the gaming assessments. As soon as the candidate finishes, status updates and links to their video or game scores flow back into iCIMS. Recruiters get notifications (either in iCIMS or via email) that, for example, “Candidate X completed their HireVue”. They can click a link in iCIMS to watch the recorded video interview or view the assessment report. HireVue’s integration supports single sign-on: if a recruiter clicks that video link, it can log them into HireVue’s platform seamlessly to review details if needed. Moreover, evaluation data like the competency ratings or AI scores from HireVue can be mapped into iCIMS fields. This means if HireVue’s game assessment gives a score out of 100, that score can appear in the iCIMS candidate profile for easy filtering and comparison. HireVue also integrates scheduling info if using their scheduling capabilities. In essence, the integration is designed so that recruiters rarely need to leave iCIMS—everything from inviting candidates to seeing results is accessible there. This tight integration is why many iCIMS customers choose HireVue for digital interviewing; it simplifies a process that otherwise might involve juggling external links and downloads. Notably, iCIMS and HireVue have many mutual clients (HireVue’s been around since early 2010s), so the integration has been tested and refined over time. It’s stable and can handle high volumes (like sending 500 video interview invites in a batch). Setting it up is straightforward via the marketplace connector. All told, HireVue’s iCIMS integration is best-in-class for video interview solutions, often cited as a case study for efficient workflow.

Core Features & Differentiators

HireVue’s platform encompasses a suite of video interviewing, AI assessment, and now game-based assessment capabilities:

• On-Demand Video Interviews: This is HireVue’s signature feature. Candidates can record answers to pre-set interview questions on their own time (often within a deadline). The system can present text or video questions and gives candidates thinking time and practice tries depending on configuration. These digital interviews allow recruiters to screen more people in less time.

• Live Video Interviews: HireVue also supports live two-way interviews, essentially a secure video conferencing tool with recording and evaluation features built in. This can replace phone screens or first-round in-person interviews.

• Game-Based Assessments: In recent years, HireVue acquired game assessment technology (through acquisitions like MindX and AllyO). They offer a pack of around 20 short games designed by IO psychologists and neuroscientists to measure cognitive abilities (like memory, numerical reasoning) and psychological traits (like risk-taking, grit, emotional intelligence). These games take only 6–12 minutes each, and a candidate might play a set of games yielding a profile across several competencies. This is a key differentiator – HireVue combines interview and cognitive assessment in one platform.

• AI-Driven Evaluations: HireVue has (controversially) offered AI analysis of video interviews – analyzing verbal and non-verbal cues to predict job performance. In 2021 they dialed back some features due to bias concerns, but they still have an AI scoring algorithm that can evaluate speech content (what was said) and provide an “Interview Score” to assist recruiters. They also provide AI-generated transcriptions of videos.

• Coding Assessments (CodeVue): For technical hiring, HireVue includes a module for coding tests and live coding interviews (not as extensive as HackerRank but useful for basic developer screening).

• Authoring & Question Bank: Recruiters can choose from a library of validated interview questions or create their own for video interviews. They can also configure which games to include based on target traits for the role.

• Structured Evaluation Tools: After watching a video interview, hiring managers can rate responses in HireVue, leave comments, and share with colleagues. HireVue promotes structured interviews by allowing standardized rating scales per question.

• Analytics & Benchmarks: HireVue provides analytics on things like average time to complete interviews, candidate drop-off, as well as effectiveness metrics (e.g., how top scoring candidates perform in the role). For games, it offers normative comparisons.

• Enterprise Security & Scale: HireVue is also known for its reliability at scale – e.g., major companies using it globally for all their hires. It supports 30+ languages for the candidate UI and has 24/7 support.
  HireVue’s key differentiator is the combination of interviewing and testing. Unlike competitors that do one or the other, HireVue packages them so a candidate might, in one session, record answers and play games. This gives a rich profile (communication skills + cognitive data). Additionally, HireVue’s experience in AI (albeit careful now) and their mobile-friendly design give them an edge in innovation. Many alternatives exist for video interviewing, but HireVue’s widespread adoption and continuous expansion of assessment content keep it a leader.

Candidate & Recruiter Experience

Candidate Experience: A lot of effort has gone into making HireVue as painless as possible for candidates. Doing a one-way video can be nerve-wracking, so HireVue’s interface provides clear instructions, the ability to test your camera/microphone, and often a practice question. Candidates can do it on their own schedule – typically within a window of a few days – which they appreciate for flexibility. HireVue’s platform works on any device (computer with webcam or mobile phone via the app or mobile web). The games integrated are short and often feel like brain teasers or smartphone mini-games, which many candidates find engaging. In fact, some candidates report “having fun with the games” and preferring it over traditional assessments. For video questions, the pressure is there, but because it’s not live, candidates often feel less anxiety after the first question. HireVue also ensures accessibility (e.g., you can turn on captions or have longer time if needed; they have been working on compliance with disability standards). Overall, the candidate experience is quite modern – they can complete everything from their couch on a phone, and many appreciate not having to travel for an initial interview. However, one must note some candidates still find one-way video interviews awkward (talking to a camera with no feedback). HireVue tries to mitigate this by good UX and the knowledge that it’s widely used by big-name employers, so candidates increasingly see it as a normal step. Importantly, HireVue’s games and interviews are available in multiple languages and time zones so global candidates aren’t disadvantaged.

Recruiter Experience: Recruiters and hiring managers benefit significantly in terms of time saved. Instead of scheduling and conducting 30 minute phone screens for 20 candidates, they can simply watch 3-5 minute video responses on their own time (like binge-watching candidate interviews). They can also skip to highlights or use AI insights to prioritize which videos to watch first (if HireVue flags a candidate as strong). The platform’s dashboard shows who’s completed, and sends reminders to those who haven’t – so that administrative burden is off recruiters. The integration with iCIMS means recruiters get a notification when done and can click through from iCIMS directly to the candidate’s HireVue results – it’s very streamlined. One huge plus: consistency. Every candidate for a role answers the same questions, so it’s easier to compare and reduces bias from unstructured conversations. Recruiters can easily share candidate videos with hiring managers by just adding them as a user or sending a secure link – no more trying to coordinate schedules for everyone to interview an early-stage candidate. On the game assessment side, recruiters get score reports that are simple: often just a few scores (e.g., cognitive percentile, emotional intelligence level). They might see that in iCIMS or in HireVue’s portal. These scores add data points to the hiring decision. Managers often find the game results interesting (“Candidate A has high risk tolerance and attention to detail, which correlates with success in this job”). As for usability: HireVue’s interface is polished and relatively easy to navigate, given it’s been refined with feedback from many companies. Recruiters can set up new interview templates quickly, or rely on HireVue’s recommended questions. The system also has branding options – companies can intro each interview with a video from a leader or branded slides, which recruiters like as it personalizes the process. In summary, recruiters often say that HireVue dramatically shortens their screening process (some report cutting time-to-hire by 50% for certain roles) and allows them to assess more candidates more fairly. The caveat: recruiters and managers need to devote time to watching videos – but since those can be done faster than scheduling and conducting live calls, it’s usually a net win. Many find it more insightful too, as they can actually see body language and communication skills, not just hear a voice or read a resume.

Industry Use Cases

HireVue is used in a wide array of industries, essentially anywhere that interviews are a key part of hiring:

• Financial Services & Consulting: These industries often have large cohorts of candidates (think thousands of applicants for analyst or consultant roles). HireVue video interviews are used to screen them efficiently and fairly. In fact, big consultancies and banks were early adopters for their campus recruiting – e.g., Goldman Sachs, JP Morgan, Deloitte have used HireVue for first-round interviews. They pair it with competency questions and sometimes games to gauge cognitive ability, replacing paper tests.

• Retail & Hospitality: Companies like hotel chains or retailers use HireVue to screen front-line staff. For instance, a retail chain with many stores can have applicants do a one-way video rather than expecting the store manager to phone screen everyone. It speeds up hiring for seasonal or volume roles. The games can also check basic math or language skills relevant to the job.

• Technology: Tech companies use HireVue especially for non-technical roles or internship programs. Also, HireVue’s CodeVue module sees use in tech hiring for basic coding evaluations, although hardcore tech companies might still prefer specialized coding platforms (but they might use HireVue for cultural fit or behavioral interviews).

• Healthcare: Hospitals have used HireVue to hire nurses and other staff when in-person interviews were hard to coordinate (especially relevant in pandemic times). It allows hiring managers on varying schedules to review candidates asynchronously.

• Manufacturing & Hourly Workforce: Even in manufacturing or distribution centers, companies use HireVue’s video or texting-based Q&A (they have some text interview capabilities too) to quickly screen for reliable hires, without needing everyone to come in for an on-site fair.

• Public Sector & Education: Some government agencies and universities with many applicants for programs or roles have implemented digital interviewing through HireVue to handle the volume transparently.

• Executive hiring? Typically, for very senior roles, companies prefer live interaction. HireVue is more common in high-volume or standardized processes rather than true executive searches.
  One notable use case: Unilever globally used HireVue with game assessments for all entry-level hires and reported it hugely improved efficiency and diversity (they processed 250,000 candidates with a small team). This is often cited as an example of HireVue at scale. Another: Delta Air Lines used HireVue to hire thousands of flight attendants, which ensured consistent evaluation. Essentially, any scenario with many applicants and the need for consistent screening is a fit. Also, organizations focusing on improving diversity like the structured, blind (if they choose to hide certain info) nature of HireVue initial screens to reduce bias early on. The addition of games broadens use cases to when you want a quick cognitive data point – for example, some companies now use HireVue games instead of separate aptitude tests, to streamline the process (less logins for candidates). Thus, HireVue’s use cases span industries but revolve around modernizing the interview process and adding objective data (through AI/games) to traditional hiring decisions.

Pricing Model

HireVue’s pricing model is typically subscription-based and can vary by how you use the platform:

• By number of interviews or candidates: Historically, HireVue charged by the number of interview “completions”. For example, a package might include up to X video interviews per year for $Y. Large enterprises often negotiate unlimited use licenses.

• Enterprise License: Many large customers opt for an enterprise license where for a set annual fee, they can use HireVue for all jobs and get a certain level of service. This often scales with the size of the company (e.g., price tiers by number of employees or expected hires).

• Feature-based tiers: HireVue has various modules (video, games, scheduling, etc.). Some pricing structures may be modular – e.g., core video interviewing at one price, add AI assessment/games for an extra cost. In recent times, they bundle games as “Assessments” and likely charge for that additionally if used extensively.

• Seat Licenses vs Usage: In some cases, pricing may be by recruiter seats who will use the system. But more commonly it’s usage-based (because a small HR team could still screen thousands of applicants).
  For context, HireVue is considered a premium solution; it’s not a cheap tool but it delivers ROI in saved time. A mid-sized organization might spend tens of thousands per year on it. Enterprises can spend hundreds of thousands annually if they’re doing tens of thousands of interviews. As an example (illustrative, not official): a company hiring 1,000 people might pay something like $50k-$100k/year for a full HireVue suite, whereas a company hiring 100 people might have a smaller package around $20k (these figures can vary widely though). HireVue’s AI and game assessments potentially come at an extra cost due to the tech involved – but HireVue often pitches them as boosting ROI (shorter process, better hires). They also sometimes offer pilot programs for a few months or specific campaigns at a fixed cost to prove value. Integration with iCIMS usually doesn’t cost extra from HireVue’s side (the iCIMS Prime integration might require a one-time fee on iCIMS’ side, depending on your iCIMS contract). Support and training are typically included in subscription. There’s no per-interviewer cost; you can invite as many hiring managers as needed into the platform. No free version exists, but demos and trials can be arranged. All in all, prospective buyers should budget a solid amount for HireVue as it’s one of the more enterprise-grade, feature-rich solutions – but consider the offset: fewer phone screens, faster hires, potentially reducing need for staffing agencies in some cases, etc. That’s how HireVue helps justify its cost.

5. Modern Hire (now part of HireVue)

(Note: In 2023, Modern Hire was acquired by HireVue. Here we describe Modern Hire’s capabilities as a standalone solution – many remain available via HireVue.)

Integration with iCIMS

Modern Hire supported a Standard Assessment integration with iCIMS, similar in style to how other assessment vendors integrate. Through the integration, recruiters could trigger Modern Hire’s assessments or on-demand interviews from within iCIMS, and receive the results back in the ATS. Modern Hire’s platform included both the Virtual Job Tryout assessments and video interviewing, and these could be invoked via iCIMS workflow steps. For example, when a candidate applied, iCIMS could send them an automated email with a link to a Modern Hire assessment (via the connector). Once the candidate finished, the assessment scores and recommendation (e.g. “Silver, Gold or Bronze” candidate status) would be written back to the iCIMS record. Similarly, for on-demand text or video interviews, a link to the completed interview recording or transcript could be accessible through iCIMS. Modern Hire’s integration also often involved scheduling: if using their interview scheduling tool, the integration would update iCIMS statuses accordingly. Essentially, Modern Hire covered multiple parts of the hiring process, and the integration aimed to keep iCIMS as the central command. Many Modern Hire clients were enterprise, so the integration was usually configured by technical teams from both sides or via iCIMS Labs, ensuring robust data flow. Now, under HireVue’s umbrella, it’s expected that these integration capabilities will continue or merge with HireVue’s – meaning iCIMS users likely still have access to all Modern Hire functionalities through an updated connector. A point to note: Modern Hire’s Virtual Job Tryouts are more customized per client than typical assessments, so initial integration might require mapping custom assessment fields into iCIMS (for instance, if your VJT outputs a “fit score” and several competency scores, each might need a field in iCIMS to capture). Modern Hire provided implementation support for this. Overall, iCIMS integration with Modern Hire was considered a necessary feature (given the scale of enterprises using both). Reports indicate that while integration was solid, the complexity of VJTs (which can have multiple parts) meant the integration mostly would log an overall completion and score, and recruiters would still click into Modern Hire’s interface for deeper insights if needed. With HireVue’s acquisition, presumably this will streamline further.

Core Features & Differentiators

Modern Hire’s platform was known for its science-based, end-to-end hiring workflow. Core features included:

• Virtual Job Tryout (VJT) Assessments: Modern Hire’s flagship differentiator. VJTs are essentially customized, multi-part assessments that simulate key aspects of a job. For example, a sales VJT might include a situational judgment test, a role-play email task, a short cognitive quiz, and a personality inventory, all in one seamless experience. These are highly validated and tailored to measure what matters for the specific role, providing a realistic job preview to candidates at the same time. The output is a composite score and detailed competency ratings.

• On-Demand Text and Video Interviews: Modern Hire offered tools for asynchronous interviews similar to HireVue – candidates could record video responses or even engage in a chatbot-style text interview. Modern Hire integrated an AI chatbot (from the Shaker acquisition) that could conduct initial screening Q&As via text messaging.

• Live Interview Technology: They also had live video interviewing and scheduling tools, so recruiters could manage live panel interviews or one-on-ones through the platform, complete with guides and recording.

• Automated Interview Scoring (AIS): A standout feature introduced by Modern Hire was AI-driven scoring of certain interview questions. For instance, candidates’ video or audio responses could be analyzed by AI to provide an automated score on competencies. This was pitched as a way to speed up reviewing by highlighting top responses (with a strong emphasis on mitigating bias via careful model training).

• Advanced Analytics and Selection Science: Modern Hire (formerly Shaker) had a deep bench of I/O psychologists. They could conduct validation studies for clients, linking assessment performance to job performance. The platform provided analytics dashboards showing how candidates scored relative to benchmarks and how those scores predict outcomes like tenure or sales. It also had fairness monitoring to ensure adverse impact was within acceptable ranges.

• Workflow Automation: The platform allowed configuration of automated progression rules – e.g., only candidates who pass the assessment (Gold or Silver) move to live interview. Also, integrated scheduling meant less back-and-forth with candidates.

• Content Library and Custom Content: Modern Hire had a library of proven assessment content (especially from the Shaker VJT legacy and Montage interview questions), but a huge differentiator was their ability to custom-build assessments. They often built VJTs bespoke for large clients, something unique among vendors, which can yield highly predictive assessments at a cost of development.

• Multi-Modal Assessment: Their philosophy was to measure candidates via multiple modalities (video, audio, simulation, text, etc.) to get a complete picture. So a single platform handling many types of inputs was a selling point.
  In summary, Modern Hire’s differentiators were its highly validated, job-specific simulations and its combination of interview + assessment into one cohesive process. It wasn’t just a testing tool or just an interview tool – it combined both with strong science. Clients choosing Modern Hire often did so because they wanted to drastically improve quality-of-hire by using realistic job trials rather than generic tests. The trade-off is complexity and longer candidate time investment, but for roles where the cost of a bad hire is high, it was worth it.

Candidate & Recruiter Experience

Candidate Experience: Modern Hire’s candidate experience was a bit of a double-edged sword. On one hand, candidates often found the Virtual Job Tryout to be engaging and realistic – essentially, it could feel like “a sneak peek into the job.” They would perform tasks similar to what the job entails, which many appreciated; it also gave them a sense of the company’s investment in hiring. Candidates frequently feedback that the VJT was challenging but fair, and they liked the opportunity to showcase skills beyond a resume. It also signals the company is serious about finding the right fit, which can impress candidates. Importantly, VJTs provide a Realistic Job Preview, meaning candidates might self-select out if they realize the job isn’t for them (which is positive for retention). On the other hand, Modern Hire assessments are typically longer (sometimes 30–60 minutes or more, depending on the design). In high-volume hourly roles, some candidates may drop out due to the length or effort required. However, Modern Hire’s clients usually were willing to trade a bit of applicant volume for higher quality and retention. The platform is accessible on desktop or mobile for most parts (though certain simulations might be better on larger screens). Modern Hire also attempted to keep things user-friendly: for example, using gamified elements or interactive scenarios to sustain interest. They provide technical support to candidates too, and scheduling is flexible. If an on-demand interview is included, candidates get the usual conveniences (like practice questions, time flexibility similar to HireVue). In terms of perceived fairness, Modern Hire’s assessments being job-specific tends to get buy-in from candidates – it’s clearly related to the job, not some abstract test. And by giving that preview, candidates feel more informed. The platform is also mindful of diversity: by design, simulations can remove some biases (everyone goes through the same objective tasks). Modern Hire had case studies showing their process increased diversity of hires because it focuses on ability to do the job tasks. So overall, serious candidates found it a positive, enriching process, albeit time-consuming; frivolous applicants might drop off, which employers didn’t mind.

Recruiter Experience: Recruiters and hiring managers using Modern Hire often experienced a more involved setup but a very effective filter. Initially, there’s work to do: defining what good looks like in the VJT, possibly creating custom interview questions, etc., often in partnership with Modern Hire’s consultants. Once deployed, though, the recruiter’s role becomes easier. They no longer have to guess who is qualified – the system provides rich data. For example, after the VJT, recruiters might see each candidate’s score report highlighting strengths/weaknesses across key job areas. Typically, only the top-scoring group moves on. This drastically cuts the slate of candidates recruiters must interview live. One case: a retailer said they could auto-advance only the top 20% of candidates and saw retention jump, trusting Modern Hire’s scoring. The recruiter’s interface shows a dashboard of all candidates in the workflow, their statuses, and scores. They can drill in to see details (like how the candidate answered certain questions, even video responses if that was a component). Recruiters can also configure knock-out questions (e.g., availability, work authorization) that automatically disqualify a candidate up front through the platform. Scheduling interviews for those who pass is easier via integrated calendar invites or self-scheduling links. Another plus: recruiters can demonstrate to hiring managers that the process is rigorous and fair. Modern Hire’s reports can be shared with hiring managers, who often trust the outcomes because they see the job relevance. Managers might especially like seeing sample work outputs from candidates (some VJTs have work samples). If using the Automated Interview Scoring for on-demand video, recruiters benefit from AI highlighting top candidates or flagging issues (saves time watching dozens of videos). Modern Hire also integrated a lot of guidance and training: they provide interview kits and suggested questions for live interviews based on VJT results – recruiters and managers have a structured way to probe any areas of concern that came from the assessment. On the flip side, Modern Hire being comprehensive means recruiters had to ensure no steps fell through the cracks – e.g. monitoring who hasn’t completed the assessment and sending reminders (though the system can automate reminders). The system is intuitive but does have more features than a simpler assessment tool, so training is needed. In summary, recruiters using Modern Hire typically saw better quality candidates reaching final interviews, fewer interviews needed per hire, and data to back hiring decisions. It turned hiring into more of a science. The time investment shifts: less time screening, more time coordinating with stakeholders to set up the system and then possibly more time per candidate in reviewing detailed results. But given the outcome improvements (like reduced turnover by X% as some clients saw), recruiters often felt the trade-off was worth it.

Industry Use Cases

Modern Hire was especially popular in:

• Retail and Hourly Service Hiring: Large retailers (with many store or warehouse roles) used VJTs to handle huge applicant flows. For example, a big-box store chain hiring thousands of associates might use a VJT to simulate scenarios like helping a customer, basic math for making change, etc. This weeds out those without aptitude or customer service orientation, improving quality of hire and reducing first-90-day turnover.

• Call Centers / Customer Support: Contact centers often have high attrition. Modern Hire’s assessments (and simulations like mock customer calls, typing tests, personality for patience) helped identify who can handle the job. Some BPOs reported significant drops in attrition after implementing Modern Hire’s realistic previews.

• Healthcare Roles: Hospitals and healthcare systems used Modern Hire for roles like nurses, nursing assistants, etc., where soft skills and stress handling are crucial. A VJT might simulate a patient interaction or prioritize tasks scenario. By hiring nurses who scored better on these, hospitals aimed to improve patient care and nurse retention.

• Financial Services & Banking: Banks using Modern Hire for roles like bank teller or personal banker could incorporate numerical reasoning, situational judgment (like dealing with an irate customer), and personality into one assessment. This helped select employees who are both trustworthy and customer-oriented. Also, modernization of hiring in conservative industries gave an edge in efficiency.

• Corporate & Leadership Programs: Some companies applied Modern Hire for professional roles or leadership development. For instance, a graduate leadership program might have candidates go through a VJT that includes strategic problem solving and a video interview. Also, when hiring experienced managers, a tailored VJT could simulate high-level scenarios (though this is more niche, as senior folks might resist long assessments).

• Validated Roles with Strong Outcomes Focus: Any role where there’s good data on what predicts success (and failure) was ripe for Modern Hire to shine. For example, commercial drivers – Modern Hire created a specific VJT for truck drivers covering safety scenarios. Another example, flight attendants – they launched a VJT for that role to gauge customer service and compliance (safety) orientation. These very targeted assessments are extremely valuable in those industries.
  One general theme: Modern Hire was often chosen when a company had a business problem like high turnover, low sales conversion, or poor new hire performance, and they wanted a more predictive, evidence-based hiring process. Industries with tight labor markets but high stakes in quality (healthcare, finance) also appreciated the thoroughness. Modern Hire’s clients often publicly share success metrics: e.g., reducing time-to-fill by 50% and unnecessary interviews by 80% by automating screening, or improving diversity because everyone gets a fair shot via an on-demand interview. It truly revolutionized hiring in more traditional, high-volume industries that previously relied on resume screens and gut feel.

Pricing Model

Modern Hire’s pricing was typically enterprise-level and customized, given the tailored nature of their offerings:

• Assessment/Interview Volume Model: Modern Hire often charged based on volume of candidates or assessments. Large clients might buy an annual package covering X number of completed assessments or interviews. If you exceed that, you pay more. There might be tiers (e.g., 0-5,000 candidates, 5,000-20,000, etc.).

• Subscription with Module Access: A client could purchase the full platform (assessments + on-demand interview + scheduling) for a certain term, with pricing tied to number of hires or employees. For instance, pricing starting around $50k/year and up for a decent volume is plausible, scaling to multi-six-figures for very large implementations.

• Custom Content Development Fees: One unique aspect – if a company wanted a custom Virtual Job Tryout built (with bespoke content, custom simulations, etc.), Modern Hire typically charged a one-time development fee (which could be significant, often in tens of thousands of dollars range) plus perhaps maintenance fees. This is akin to hiring consultants to build a test. Many large companies did this to get a perfect fit assessment. Alternatively, they could use off-the-shelf VJTs for common roles for no extra fee beyond subscription.

• Implementation and Integration: As an enterprise vendor, Modern Hire usually included integration setup support in the contract cost, but sometimes an implementation fee was present. They assign client success managers, IO psychologists, etc., which is part of why costs are higher – you’re getting consulting services too.

• Per Hire vs. Per Candidate: Some ROI models internally might equate cost to per hire (e.g., if spending $100k and you hire 1000 people, effectively $100 per hire). Modern Hire likely ensured their value prop was that each hire was of better quality, saving money in the long run (like avoiding one bad hire pays for the assessment of many).
  Public info on exact pricing is scarce (like most enterprise HR tech). However, a clue: one competitor’s site indicated Modern Hire’s pricing might start around $35,000 per month flat rate for high-volume usage (if that is indeed referencing Modern Hire). That figure, ~$35k/month ($420k/year), suggests a scenario for a very large user. Smaller implementations could be much less. There’s also mention in competitor comparisons of $5,000 per year starting for some products, but Modern Hire, being higher-end, definitely costs more than a basic video interview tool.
  After HireVue’s acquisition, pricing might integrate or adjust, but likely it remains on the higher side because of the sophistication of the assessments. For an iCIMS customer, the key is Modern Hire is an investment toward predictive hiring – one should expect to allocate a healthy budget line for it, and in return, reduce other costs (like excessive interviews, training washouts, etc.). In summary, Modern Hire was a premium solution: if HireVue is a BMW of video interviewing, Modern Hire was like a Tesla loaded with custom features – you pay for the extra performance and innovation. Organizations with the budget and need (usually medium to large enterprises with high volumes or critical roles) found the ROI worthwhile through improved hire success metrics.

6. HackerRank

Integration with iCIMS

HackerRank provides a well-developed integration with iCIMS tailored for technical recruiting. Through this integration, recruiters can initiate coding tests (HackerRank assessments) from within the iCIMS interface and receive the results automatically in iCIMS. Specifically, with the HackerRank<iCIMS connector, a recruiter viewing a candidate in iCIMS can click an “Send HackerRank Test” action (often tied to a workflow stage like “Technical Screen”). They select the relevant test from their HackerRank library (e.g., a Java coding challenge) and send the invite. The candidate gets an email via HackerRank, takes the test on HackerRank’s platform, and upon completion, HackerRank pushes the score, detailed report link, and maybe a pass/fail flag back into iCIMS. This means the recruiter can see at a glance in iCIMS how the candidate did (e.g., score 85/100, percentile, etc.). Additionally, the integration supports scheduling of technical interviews: if using HackerRank’s CodePair (live coding interview tool), recruiters or coordinators can schedule a live coding interview and have that schedule info and link appear in iCIMS. According to HackerRank, their integrations (with ATS like iCIMS) aim to “save hiring team time by easily scheduling and reviewing results in one place”. Indeed, the integration eliminates manual steps like downloading results or updating statuses by hand. Many mutual iCIMS-HackerRank users set it up such that moving a candidate to a “Tech Assessment” status triggers an automatic HackerRank invite (via an Assessment Connector). Recruiters then get notified in iCIMS when it’s completed and can click to see the code and solution replay. The heavy lifting—managing test links, proctoring, scoring—is all handled by HackerRank’s system in the background. Setting up the integration is straightforward with API keys and a plugin configuration in iCIMS, and HackerRank is listed as a supported partner. In short, iCIMS integration is a big selling point for HackerRank in enterprise: it keeps the tech hiring workflow consolidated and ensures no candidate slips through without their results being recorded. Given tech hiring can involve hundreds of candidates, this integration both speeds up time-to-hire and provides traceability (you can later run reports in iCIMS on how many passed/failed, etc.). It’s worth noting that integration requires an active HackerRank for Work license; once that’s there, connecting to iCIMS is usually included in service.

Core Features & Differentiators

HackerRank is one of the leading platforms for assessing technical skills of developers and other IT roles. Its core features include:

• Library of Coding Challenges: HackerRank offers a vast library of pre-built coding tests and questions across multiple domains – algorithms, data structures, databases (SQL), mathematics, and more. These range from simple coding challenges for entry-level to complex problems that experienced devs find challenging. The library covers 35+ programming languages (C++, Java, Python, etc.) and multiple frameworks.

• Custom Challenge Authoring: Beyond the library, companies can create their own questions, including code challenges, multiple-choice, diagram questions, etc. This flexibility is crucial for custom requirements (e.g., testing knowledge of your specific codebase patterns or problem domain).

• Real-Time Code Environment (CodePair): For live interviews, HackerRank provides an online IDE where interviewer and candidate can code collaboratively. Features like compiling & running code in real-time, chat/video integration, and recording are included. A unique differentiator is the “key-by-key replay” – every keystroke is recorded so you can play back how the candidate approached the problem.

• Automated Scoring & Plagiarism Detection: Completed tests are auto-scored based on test cases. HackerRank also flags plagiarism by comparing code against its huge database and common patterns, which is valuable to ensure integrity.

• Multiple Skill Domains: While mostly known for algorithms/coding, HackerRank also has database tests, DevOps challenges, security, and even some multiple-choice questions for general tech knowledge. This breadth means you can test full-stack skills, not just coding – e.g., debugging tasks, code review tasks, etc.

• Contest/Batch Mode: For hiring challenges or campus drives, HackerRank can handle thousands of candidates simultaneously, and allows leaderboard-style viewing. It’s battle-tested in competitive programming circles.

• Candidate Experience Tools: Features like IDE customization (dark mode, font size), ability for candidates to run their code as they write (to self-check), and practice questions to get familiar – all improve candidate experience for test-takers.

• Analytics & Benchmarks: HackerRank Analytics provides insight such as score distributions, how long candidates took, which questions were most failed, etc. It also has benchmarking to gauge a candidate’s score percentile among a broader population (useful to know how “good” a 70/100 is globally).
  One big differentiator is HackerRank’s brand and community: a lot of developers have used HackerRank to practice and compete (millions of users), so they’re often comfortable with the format. Companies sometimes advertise HackerRank challenges to attract talent (as a sourcing tool). Another differentiator: the breadth of language support and question types surpass many rivals – e.g., it supports niche languages and has interactive problems like code refactoring or quality analysis tasks. Additionally, HackerRank’s focus on technical screening means it has refined features such as code playback and structured scorecards that general assessment tools wouldn’t have. According to G2 reviews, HackerRank is considered to excel in “Technical Screening” relative to other platforms, underscoring its reputation as a go-to for coding assessments.

Candidate & Recruiter Experience

Candidate Experience: For technical candidates, HackerRank’s environment is fairly standard and comfortable. They write code in a browser-based IDE that supports syntax highlighting, auto-completion, and running code against sample tests. Many have likely seen it before (either in previous interviews or practice). One strong point: candidates can choose their programming language for many challenges, so they’re not forced into an unfamiliar language as long as the company permits multiple options. This can put candidates at ease and let them showcase their best skills. The platform supporting over 35 languages means a candidate can even code in something like Python or Ruby if they prefer, which is a plus. The interface allows switching between problem description, code, and console easily. Time limits are clear. If a question has multiple test cases, candidates get quick feedback on which cases passed or failed after submission. All this makes the experience more interactive and game-like. However, it’s still a test – so stress is inherent; but compared to, say, answering quiz questions on a form, coding in HackerRank feels closer to actual work (writing code, debugging). The platform also tries to level the playing field: things like locking down internet access or preventing copy-paste from external sources (to deter cheating) might be in place but doesn’t hamper normal coding. One small drawback: some seasoned developers don’t like writing code in a limited environment without their usual tools, but among online coding tests, HackerRank is one of the most developer-friendly. Also, because many companies use it, candidates are increasingly aware and even prepare by practicing on the public HackerRank site. From a diversity perspective, a coding test can remove bias from resumes – candidates often appreciate getting a chance to prove skills regardless of background. Summarily, candidates who are strong coders generally find HackerRank a fair chance to show off; those less experienced might find it challenging, but at least it’s relevant to the job (especially if job involves coding). The mobile experience is not really relevant (no one codes on a phone typically), but the platform does check system compatibility. And if a candidate runs into trouble (like environment issues), there’s support and sometimes the recruiter can give a second attempt or an alternative question.

Recruiter Experience: For recruiters (particularly tech recruiters), HackerRank is a life-saver. Without it, they rely on engineers to manually screen or they risk pushing unvetted candidates through. With HackerRank integrated, the workflow is simple: choose a test (pre-made or custom, often with input from engineering team to ensure relevance) and send it out. Then objective scores come back that allow quick filtering. Non-technical recruiters appreciate that they can immediately see who meets the bar (e.g., Candidate A scored 90 – likely great; Candidate B scored 20 – probably fail). Many recruiters also like to view the code and report which highlights how the candidate approached the problem. If integrated in iCIMS, recruiters might see just a summary, but they can click to open the full HackerRank report which shows each problem, the candidate’s code, how many test cases passed, and a complexity analysis. They can even replay the code typing to see if the candidate struggled or solved elegantly. For hiring managers and engineers, this level of detail is gold – they can discuss a candidate’s solution in an interview or decide skipping an interview if the code was obviously poor. Another benefit: consistency and speed. All candidates get the same test or equivalent difficulty tests, making comparison fair. Recruiters can handle far more candidates because the initial vetting is automated. With HackerRank’s scheduling and calendar integration, setting up a follow-up interview with a code pair is also easier. When it’s time for the technical phone screen or on-site, interviewers have the candidate’s HackerRank performance as context, enabling more targeted questions (“I saw you took a bit to optimize your solution, let’s discuss that…”). As for ease of use: recruiters find the HackerRank for Work interface user-friendly, with dashboards listing who’s invited, who’s completed, their scores, etc. There’s also anti-cheating measures results (like a plagiarism flag or camera proctoring results) to ensure trust in results. G2 reviews mention that **HackerRank’s support is highly responsive (score 9.2 vs competitor 8.9)】, which helps recruiters when they have questions. One minor challenge is making sure tests are well-chosen; if a test is too hard, many will score low and you risk screening out talent – recruiters often calibrate with hiring managers to pick appropriate tests. But overall, recruiters find that time to fill technical roles reduces because engineers spend less time doing initial screens and more time only with qualified candidates. It also widens the funnel: you might consider candidates with non-traditional backgrounds if they can prove themselves on a coding test. In summary, HackerRank enables recruiters to be data-driven in tech hiring, which is a huge improvement over guesswork or biases from resumes alone.

Industry Use Cases

HackerRank is predominantly used in:

• Software & Technology Companies: Any company building software (from startups to FAANG) often uses HackerRank or similar for their developer hiring. Google, Amazon have their own internal platforms, but many others use HackerRank especially for early filtering of thousands of applicants. It’s used for roles like software engineers, front-end developers, back-end, full-stack, QA automation (with coding), data engineers, etc.

• Financial Services & Fintech: Banks and trading firms hire lots of developers too (for building systems or algorithms). They use HackerRank to ensure coding ability. Also fintech startups or payment companies use it heavily.

• Consulting and IT Services: Firms like Accenture, Infosys, etc., that hire technical consultants en masse from campus often test coding ability at scale via HackerRank. It’s crucial when hiring hundreds of entry-level engineers.

• Telecom & Hardware Companies: Even companies whose main product isn’t software (like telecom providers, or manufacturers that have software teams) will use HackerRank for their IT and R&D hires.

• Academia & Hackathons: Sometimes universities use HackerRank to conduct hackathons or coding competitions among students, often sponsored by companies as recruiting events.

• Non-Tech hiring tech roles: Increasingly, non-tech companies (retailers, airlines, etc.) that nonetheless need software developers for their internal systems use HackerRank to evaluate those candidates. They might not have as strong in-house technical interview processes, so a platform helps standardize.

• Data Science and Analytics: HackerRank has some capabilities for data science (like SQL challenges, math puzzles). It’s used to vet data analyst or data engineer skills, though specialized platforms exist for that too.
  One interesting use: Campus Recruiting – where hundreds of students can be invited to a coding test, and only the top X are then invited to interviews. This saves an enormous amount of time and ensures only those with coding chops move forward. Many companies use HackerRank contests in campuses to brand themselves and find top students who enjoy competitive coding.
  Another case: Lateral hiring for experienced devs – sometimes companies give a HackerRank test even to a 5-10 year experienced developer to confirm skills, though it’s more common at junior levels. Some experienced devs might balk at “take-home tests,” but HackerRank tests are often timed and immediate, used as a first pass (some companies still prefer take-home projects for senior roles).
  HackerRank is less relevant in industries that don’t have coding – e.g., it’s not used for business roles, sales, etc. But any sector with a tech team is fair game. Given the digital transformation trend, more industries that historically didn’t hire programmers now do (healthcare, education, government agencies doing IT modernization), and they adopt tools like HackerRank to support those hiring efforts.
  Finally, HackerRank has such a presence that in tech recruiting it’s almost an expectation – many candidates will assume a coding test is part of the process. So adopting it rarely alienates good candidates, since it’s become somewhat standard (though companies must still ensure a good experience).
  In summary, HackerRank is best used wherever technical skill validation is needed at scale and with consistency – predominantly software engineering across all sectors.

Pricing Model

HackerRank for Work (the enterprise offering) uses a subscription-based pricing model, typically structured by:

• License Tier (Package): Often based on the number of developer seats or hiring team seats and/or the number of candidates you plan to assess annually. For example, a basic tier might allow 2 recruiter seats and up to 100 candidates tested per month.

• By feature modules: There’s usually a distinction between the Interview platform (CodePair) and the Test platform. Some packages might include both, others might charge extra for interviewer seats if a lot of engineers will use CodePair.

• Enterprise vs Team plans: HackerRank historically had a Team plan (for small companies/hiring teams) at a lower price and an Enterprise plan for larger orgs with custom needs. The Team plan had a fixed number of seats and assessments.
  Public info suggests a Team plan might start around $249 or $319 per month per seat (something along those lines) though pricing may have changed. On G2, an entry shows “Entry-Level Pricing: Contact us per year” for HackerRank, indicating they prefer custom quotes.
  Another hint: competitor CodeSignal advertises packages like $2000/month for certain volumes. HackerRank likely is similar or slightly premium due to brand. It might be in the ballpark of $6k-$12k per year for a small team license (covering maybe a handful of roles) and scaling up to $30k-$50k/year or more for enterprise usage with many hires and seats.
  One Capterra alternative listing mentioned “Starts from $600 per month (flat rate)” for a competitor, which could be analogous to a common range.
  Typically, with enterprise deals, pricing factors include: number of engineer and recruiter users, number of test attempts per year (some may allow unlimited, others have a cap and charge extra beyond), and any custom content or support.
  Integration costs: The iCIMS integration is usually provided as part of the service if you have both systems; sometimes iCIMS might have a fee for integration setup, but HackerRank’s side likely not extra.
  HackerRank also often offers free trial or limited free versions for small usage (especially to try it out), but serious usage requires paid plan.
  From ROI perspective, companies justify cost by considering the engineering hours saved in interviews and improved quality of hires (e.g., not hiring someone who can’t code, which could be a very expensive mistake).
  In summary, while exact numbers are not published, expect HackerRank to be a moderate SaaS investment: within reach for mid-sized companies (not exorbitant like big enterprise software, but also not cheap like a simple tool). Considering the costs of a bad engineering hire or lengthy hiring, many find it well worth the cost. And given it’s sold in packages, companies can start with a smaller tier and expand. Many ATS (incl. iCIMS) also sometimes resell such integrations, but likely you’ll contract with HackerRank directly for the license. Always clarify user limits and candidate limits, to align with your expected hiring volume in tech roles.

7. Criteria Corp (HireSelect)

Integration with iCIMS

Criteria Corp offers an out-of-the-box integration with iCIMS, making it simple for users to incorporate Criteria’s assessments (sometimes branded as HireSelect) into their iCIMS workflow. Through the integration, recruiters can order tests directly from a candidate’s iCIMS record. For instance, when a candidate is moved to an “Assessment” status, the integration can automatically trigger an email to the candidate with a link to a Criteria assessment (or a test battery). The candidate completes the tests online, and their scores are then pushed back into iCIMS. Recruiters can see the results (often as a score or rating) in the iCIMS interface, and typically a PDF report can be attached for detailed analysis. Criteria’s marketplace listing emphasizes mobile-friendly anywhere/anytime testing and suggests results flow through seamlessly. The integration likely uses iCIMS “Prime Connector” infrastructure; indeed, Criteria is listed on the iCIMS Marketplace as a Prime integration. It supports common functionalities: selecting which test(s) to send (e.g., a cognitive test + personality test for a role), sending the invite (manually or automatically), and receiving notification upon completion. It can also update the candidate’s status in iCIMS to “Assessment Completed” or similar. One nice aspect: Criteria’s tests often have instant scoring, so by the time a candidate finishes, the results are in iCIMS almost immediately. Implementation of the integration usually involves enabling the Criteria connector in iCIMS and entering your Criteria API key. Criteria’s team assists, and given many mid-sized firms use this combo, it’s a well-trodden path. Overall, iCIMS users report the Criteria integration is straightforward and reliable – it basically offloads sending, reminding, scoring all to Criteria while keeping iCIMS as the central hub for results. This prevents recruiters from having to log in separately to the Criteria dashboard (although they can if they want to see more analytics). In essence, integration with iCIMS is a strong selling point for Criteria in the mid/large market, because it makes using their broad assessment portfolio highly efficient within existing hiring processes.

Core Features & Differentiators

Criteria is known for its comprehensive test portfolio and ease of use, especially for non-technical attributes. Key features include:

• Cognitive Aptitude Tests: Criteria’s flagship test is the CCAT (Criteria Cognitive Aptitude Test) – a 15-minute, 50-question general cognitive ability test (measures learning speed, problem-solving, critical thinking). They also have game-based cognitive tests through their Revelian acquisition (e.g., Cognify, a set of interactive mini-games measuring cognitive skills). Having both traditional and gamified options is a differentiator.

• Personality & Behavioral Assessments: Criteria offers several personality inventories. For example, the 16 Personality Factors (or variations of Big Five), and a workplace preferences test. Revelian’s Emotify (an emotional intelligence game) is also in their lineup. These help measure traits and culture fit.

• Skills Tests: There’s a wide range of skills tests: from basic math and verbal skills to software skills (like Microsoft Office tests, typing speed). These are useful for clerical or administrative roles. They even cover things like attention to detail or mechanical reasoning through specialized tests.

• Risk/Integrity Tests: Criteria has assessments like the WPP (Workplace Productivity Profile) which is effectively an integrity test to predict counterproductive work behavior (like theft, rule-breaking). This is useful in retail, manufacturing, etc., to gauge reliability.

• Video Interviewing (LIVE & On-Demand): Through their acquisition of Alcami, Criteria also provides a video interviewing platform. It allows one-way (asynchronous) video Q&A and live interviews. A unique twist: their video platform has features touted as “world-first diversity, equity, inclusion features” – likely meaning things like hiding certain candidate information or structured questioning to reduce bias.

• Reporting & Candidate Experience: All tests come with easy-to-understand score reports that often include interpretive guidance. For example, CCAT has a percentile and an indication of difficulty of roles it suits. Criteria is known for making reports accessible to laypeople (managers can grasp them). From the candidate side, tests are relatively short and mobile-friendly, with modern interfaces (especially the game-based ones).

• Test Customization & Battery Creation: Users can combine tests into a single assessment flow (e.g., first a personality test, then a cognitive test in one sitting). Criteria’s platform allows for easy configuration of different test batteries for different job profiles. They also have a job profile system where you can select a job template and it recommends appropriate tests.

• Scientific Validation & Research: Criteria emphasizes that their tests are validated and predictive. They have an internal psychometric team and publish annual reports (like their 2024 Candidate Experience Report). They often cite how their assessments correlate with job performance or turnover reduction, giving credibility.

• User-Friendly Platform: A differentiator is how quick and easy the implementation is. Criteria’s known for requiring minimal training – it’s SaaS with a clean UI, quite straightforward for HR generalists to use. Also, no test requires more than ~30 minutes (most are shorter), which is candidate-friendly.

• Tech Integrations: Criteria integrates not just with iCIMS but many ATS (Greenhouse, Taleo, etc.), showing they design it to slot into processes rather than be a standalone heavy system.
  In sum, Criteria’s differentiators are breadth with simplicity. You get a one-stop solution for cognitive, personality, skills, etc., rather than having to use different vendors for each. Plus, with their move into video interviewing, they are targeting being a unified assessment + interviewing platform. They might not have the most specialized test in each category (e.g., SHL might have more advanced simulations or HackerRank is better for coding), but Criteria covers the common needs for the majority of roles in a user-friendly way. Also, since the Revelian acquisition, the availability of gamified assessments (Cognify, Emotify) sets them apart from many legacy providers – they can claim the assessments are engaging and innovative, not just old-school quizzes.

Candidate & Recruiter Experience

Candidate Experience: Criteria has put emphasis on making assessments convenient and engaging. Many of their tests are short: e.g., 15 or 20 minutes, which respects candidates’ time. They also moved into game-based tests: Cognify uses game elements for cognitive testing (like matching puzzles, mental rotations with animations) which candidates often find more enjoyable than multiple-choice questions. Emotify uses interactive tasks to measure emotional intelligence. These tend to yield feedback like candidates saying the tests were even fun, or at least novel. For traditional tests like CCAT or personality surveys, Criteria’s interfaces are clean and mobile-accessible; a candidate can complete them on a smartphone easily. In fact, Criteria markets that candidates can test “anywhere, anytime” on any device, which is critical in today’s mobile-first world. That accessibility likely contributes to high completion rates. Post-test, some employers share results with candidates (especially if it’s personality, some might let candidates see a bit of their profile as a value-add). Even when not, the tests themselves often include some feedback at the end like “Thank you – your results have been sent.” Importantly, bias and fairness are prioritized: their DEI features in video interviewing (like toggling off identifying info, or using structured questions) aim to make candidates feel it’s a level playing field. Also, their assessments undergo adverse impact analysis to ensure no group is disadvantaged (cognitive tests inherently have some AI risk, but they advise using multiple measures to be fair). Candidates generally report that Criteria’s assessments are straightforward and relevant. For example, a sales candidate might take a personality test that asks work-related preference questions – not too intrusive or odd. The CCAT, while challenging, is widely recognized as a measure of cognitive ability and is short, which candidates prefer over a one-hour IQ test. One thing: because Criteria tests are well-known, candidates sometimes practice for CCAT (there are prep guides out there). Criteria provides sample questions to candidates beforehand via a candidate prep link, which is good practice and helps candidates feel prepared. All in all, candidate experience with Criteria’s battery is positive, especially due to brevity and mobile design – these factors contribute to minimal candidate drop-off.

Recruiter Experience: From the recruiter or HR perspective, Criteria’s platform is designed to be user-friendly and quick to implement. Creating a test battery is often as simple as picking from a drop-down the tests you want for a job role (Criteria suggests what to use for common roles too). Recruiters don’t need advanced psych knowledge to use it – the results come with easy-to-read scores (often color-coded or percentile). For instance, the CCAT report might say “Above Average (84th percentile)” along with what that means in terms of learning ability – thus recruiters can readily interpret and communicate that to hiring managers. The integration with iCIMS means recruiters may not even need to log into Criteria’s console often; they can manage sending and tracking from iCIMS, which saves time. If they do use Criteria’s interface, it has dashboards showing who has been invited, who completed, etc., and they can resend invitations or reminders with one click. Bulk actions are available too for volume hiring. One key positive: fast turnaround – since tests are auto-scored instantly, recruiters can get results the same day a candidate is invited. Also, Criteria’s tests are generally low maintenance – unlike technical tests where someone might need to review code, Criteria’s are objective scores. This means recruiters can confidently make initial screening decisions (like only forward candidates who met a minimum score) without needing specialist input each time. That greatly speeds up the funnel. Feedback from HR users often praises Criteria’s balance of rigor and usability – you get scientifically valid assessments, but they come in a polished, easy-to-deploy package. Another aspect is customer support: Criteria is known for good client support and even provides IO psychologist consultation if needed to help validate and set score benchmarks for a client’s specific needs. For example, they might help a client do a validity study correlating scores with job performance after a hiring cycle, to fine-tune cutoffs. This service orientation is helpful for HR teams who want to ensure they use the tests optimally. In everyday use, recruiters find the integration and automation reduce manual work like emailing links or tracking who did what – all that’s integrated. If using their video interviewing, recruiters have one less platform to procure separately, and that video tool’s integration means interviews (one-way) can also be sent and reviewed in one ecosystem. On the flip side, a recruiter must ensure hiring managers are on board with using assessments; but Criteria helps by making reports manager-friendly (they often include suggested interview questions based on personality results, etc. – adding tangible value). Summing up, recruiters generally have a smooth experience with Criteria: minimal training required, clear results, and a more efficient screening process that quickly flags top candidates (and potential risks like low integrity). This allows them to focus their time on those who are likely to succeed, improving quality-of-hire and making their own performance metrics (time-to-fill, retention) look better.

Industry Use Cases

Criteria’s versatility means it’s used across many industries and job types, particularly:

• Entry-Level & High-Volume Roles: For positions like customer service reps, administrative assistants, retail associates, etc., Criteria’s cognitive + personality tests help identify who can learn quickly and has a good attitude. Companies in BPO, retail chains, hospitality often use these to handle volume efficiently and weed out obvious poor fits.

• Professional Roles (General Hiring): For sales, marketing, operations, even mid-level managers, companies use a mix of Criteria tests (for example, sales roles might get a personality test to measure drive and a cognitive test to ensure trainability). The idea is to ensure hires have the baseline aptitude and the right soft skill profile for success. Many mid-market companies use Criteria as their go-to pre-hire testing for a wide range of exempt roles because it’s broad but not overly specialized.

• Graduate and Intern Hiring: Similar to entry-level, when hiring new grads who lack experience, using cognitive and personality assessments helps predict potential. Companies might use Criteria’s gamified tests here as it appeals to younger candidates and provides a modern employer brand image.

• Healthcare & Public Safety: Hospitals using behavioral assessments to hire nurses or technicians (checking for traits like conscientiousness, empathy), or governments hiring police/fire where cognitive tests and integrity tests are common – these sectors value risk reduction and likely use tests similar to Criteria’s. In fact, Criteria’s integrity and safety-oriented tests see usage in manufacturing, transportation (e.g., hiring truck drivers with an integrity test to ensure rule adherence).

• Tech and Engineering (to a lesser extent): While hardcore tech roles often require technical tests (like coding, which Criteria doesn’t do), Criteria might be used for support roles in tech or for assessing cognitive ability of junior developers as one data point. Also, for IT roles that require logical thinking but not coding, the CCAT is sometimes given.

• Promotion & Internal Development: Some companies use Criteria’s assessments for internal promotions or to identify high potentials (since they measure innate ability and traits). For instance, a bank might test tellers who apply to become supervisors on cognitive ability and leadership potential via personality tests.

• Companies lacking in-house assessment expertise: A lot of mid-sized companies know they should test candidates but can’t develop tests themselves – Criteria is very popular in this segment due to ease and cost. Also industries like non-profit or education (for hiring staff) sometimes use Criteria to bring objectivity.

• DEI Initiatives: Because of the unbiased nature of cognitive and personality tests (when properly used), some use Criteria to widen the funnel – e.g., consider candidates from non-traditional backgrounds if they show high aptitude.
  A concrete example: A software company might use Criteria not for their software engineers (they’d use a coding test) but for their sales reps, customer support agents, and HR hires – roles where they want good general intelligence and culture fit but not specific technical skills. Another example: A call center might use Criteria’s skills tests (typing speed, language proficiency) and personality tests to filter applicants quickly for likely successful hires.
  There was mention on Criteria’s site that their customers use assessments for over 1,100 unique job roles – highlighting how broadly applicable it is.
  However, industries with extremely specialized needs (like those requiring advanced simulations or very technical tests) might go to more niche providers for that piece but still use Criteria for general screening. For instance, a hospital might use Criteria’s personality test for patient-care roles, but a separate nursing skills test from elsewhere, but they integrate them.
  In summary, Criteria shines in general employment testing – making it ideal for industries and roles where broad cognitive and behavioral competencies are predictive of success. It’s less about specific knowledge (though they have some, like MS Office tests) and more about core learnability and fit, which is relevant nearly everywhere. Thus, from finance to manufacturing to retail to call centers, one can find Criteria being used to improve quality-of-hire and reduce turnover by systematically evaluating candidates beyond the resume.

Pricing Model

Criteria likely uses a subscription pricing model based on the size of the organization or the volume of assessments. Historically, their platform (HireSelect) was known for being relatively affordable:

• By number of employees or users: They might price by how many employees you have (as a proxy for hiring volume). For example, a small company under 50 employees might pay a certain lower annual fee, whereas a 1,000-employee company pays more. TestGorilla’s mention of Wonderlic being $75/month for small companies by FTE count suggests a similar tiering concept. Criteria’s could be somewhat similar.

• Flat annual license for unlimited use: A big selling point of Criteria historically was unlimited testing for a flat fee (which many older test providers didn’t do). I recall older info like for $6,000/year you could test unlimited candidates (for mid-size usage), though that might have changed with additions like video interviewing in the platform. But they still might have an “all you can test” pricing in tiers, which HR folks love because you don’t worry about cost per test.

• Tiered plans: Possibly “Essentials” plan with core tests, and higher plan if including video interviewing or gamified tests, etc. They may also have separate add-on pricing for video interviews since that’s a big module.

• Pay-per-candidate or pay-per-test: They seem to avoid pay-per-test in favor of subscription, but in some cases, a company with very sporadic hiring might prefer usage-based. Not sure if Criteria offers that openly.
  We saw on G2 an entry that Criteria has an entry-level pricing “Contact us – Per Year”, implying they tailor it. Also, competitor data suggests:

  • A SourceForge comparison shows competitors charging anywhere from one-time $199 to $5,000/year depending on model. It listed something with $5,000/year starting, possibly referencing Criteria or similar. Also, “Starts from $450 per year (usage-based)” for another tool. Criteria likely is higher than $450/year for sure; that could be referencing a smaller tool.

  • The competitor TestGorilla blog lists Wonderlic at from $75/month (billed annually) and also mentions others at $50/year or one-time fees for small packages. Criteria as a more robust solution likely charges in the thousands annually, not hundreds.
    Given Criteria’s typical clients (mid-market companies with moderate volumes), a ballpark might be:

  • Small business (under 100 employees): maybe $3k-$5k/year for using it across your hiring.

  • Mid market (hundreds of employees): maybe $6k-$12k/year as earlier anecdotal knowledge suggests $6k/year unlimited was once common.

  • Enterprise (thousands of employees or heavy volume): could be $15k-$30k/year or more, especially if including the video interview module. Even at that price, if it’s unlimited, it’s quite cost-effective per candidate.
    One must consider the ROI: if Criteria helps you reduce a couple of bad hires or save time, it easily pays for itself.
    Integration with iCIMS likely doesn’t cost extra from Criteria’s side (it’s supported as part of service), but sometimes iCIMS might charge a nominal integration fee or require a certain tier of iCIMS.
    No free tier typically, but Criteria does sometimes offer a short free trial or pilot for a few weeks or limited candidates so HR can see how it works.
    One other dimension: Criteria acquired Revelian (an Australian company) and has some global clients – they might have regional pricing. But generally, they position themselves as affordable and high value (one of their appeals over older big assessment firms).
    TrustRadius or SoftwareAdvice might have specifics: SoftwareAdvice often quotes something like “starting at $X per year” but [69] search results didn’t show an obvious number.
    Given the competitor content:

• TrustRadius listing maybe [69†L23-L27] could say something, but likely it’s contact us.

• SelectHub said Wonscore (Wonderlic) starts at $6,000 monthly – likely a mistake, maybe annually, or for large scale.
  It’s safe to assert Criteria uses an annual subscription model with unlimited usage within a certain scope, with pricing scaled by company size. They emphasize no per-test fees in marketing usually, as that simplicity is attractive (and encourages usage of tests widely).
  So, an iCIMS customer evaluating cost: If they hire say 100 people a year, and pay maybe $8k/year for Criteria, that’s $80 per hire – trivial if it improves quality. If they hire 1000/year for $20k, that’s $20 per candidate tested if each candidate on average does one test (assuming testing about 1000 or more candidates to get those hires).
  In summary, Criteria’s pricing is mid-range: not as cheap as small quizz tools, but far more affordable than bespoke assessment programs. It’s often praised for delivering enterprise-level testing at a reasonable cost (which has been one of their market advantages).
  Always, exact quotes come after they gauge your company’s hiring volume and which features you need (some might not need video interviews, etc.). They also have multi-year deals often with slight discounts or extra services.
  So, to conclude: Criteria likely charges an annual flat fee with unlimited or generous usage, tiered by org size or recruiting volume, making it predictable and scalable for iCIMS customers to budget.

Feature Comparison Chart

Finally, to synthesize the information, below is a feature-by-feature comparison of the assessment tools discussed. This chart highlights each vendor’s integration level with iCIMS, key differentiators, ideal use cases, and typical pricing model:

Integration Key: Native/Prime means a pre-built iCIMS connector with automated workflow. API/Custom means integration requires custom development or isn’t plug-and-play.

Pricing Key: $ = low, $$ = medium, $$$ = high in relative terms. (Actual prices vary; vendors often provide custom quotes based on needs.)

Sources

1. Integral Recruiting Design (IRD) – Methodology & Disclaimer: IRD compiled research via generative AI, is not vendor-compensated, and emphasizes that content is directional, not authoritative.

2. SHL – iCIMS Integration Page: SHL highlights seamless iCIMS integration with real-time fit scores, 30 languages, and up to 60% time savings through automation.

3. Harver – iCIMS Integration Overview: Harver’s site describes engaging candidate experience and scientifically validated data flowing between Harver and iCIMS without switching systems. Harver supports multiple languages for global use.

4. Plum – FAQ and Integration Info: Plum’s FAQ confirms direct integration with iCIMS (and others) via API. Plum boasts a 92% assessment completion rate due to user-friendly design and candidate feedback insights. It supports 21 languages and ~25 minute completion time. Plum has passed independent bias audits (NYC LL144) ensuring fairness and reports up to 77% higher retention and 50% lower TA costs from its implementation.

5. HireVue – Game-Based Assessments & Candidate Experience: According to graduatesfirst.com, HireVue’s game-based assessments (20+ games) measure cognitive abilities, emotional intelligence, and personality. They are engaging and many candidates “have fun with the games”. HireVue works on multiple devices and supports multiple languages, ensuring a smooth global candidate experience. The platform is data-driven, providing insights to prioritize candidates and minimize bias in hiring.

6. Modern Hire – Virtual Job Tryout News: A CCJ article notes Modern Hire’s science-based Virtual Job Tryouts simulate realistic job scenarios to fairly measure skills, knowledge, and aptitude. Candidates engage in tasks reflecting the job, improving retention and identifying diverse candidates likely to succeed. Modern Hire’s approach speeds up hiring and improves efficiency for overwhelmed recruiting teams.

7. HackerRank – iCIMS Integration Details: HackerRank’s own integration documentation indicates iCIMS users can schedule tech interviews, send test invites, and view results/scores all within iCIMS. G2 compares show “HackerRank excels in Technical Screening” with a 9.0 score vs Criteria’s 8.9, highlighting its robust tools for assessing developer skills. It supports over 35 programming languages and multiple domains, offering a wide technical coverage.

8. Criteria Corp – Platform Overview & Integration: Criteria’s marketplace info emphasizes mobile-friendly assessments that candidates can complete anywhere, anytime. The platform covers cognitive (including award-winning game-based assessments), personality/behavioral, emotional intelligence, risk, and skills tests. It’s designed to engage candidates and provide a broad view of fit. Criteria is featured as an iCIMS partner, and its assessments and video interviews integrate seamlessly to keep workflow unified. Candidate reports are scientifically grounded yet easy to interpret, reducing bias and improving decision consistency.

9. Pymetrics – Game Assessments & Bias Mitigation: Graduatesfirst.com explains Pymetrics’ 16 game-based assessments (12 core games + 4 cognitive) evaluate soft skills and decision-making, collecting thousands of behavioral data points. Pymetrics algorithms are specifically tuned to be free of gender or ethnic bias, enabling greater diversity in hiring. The games support multiple devices and languages and are meant to be accessible and engaging globally. Companies like Accenture, Unilever, BCG use Pymetrics for early-stage screening to effectively and fairly evaluate large pools of applicants.

10. Wonderlic (WonScore) – User Reviews & Integration: Capterra reviews note users value “how we have it integrated with our ATS – iCIMS” for WonScore, praising the roll-up scoring for ease of understanding. A recruiter review mentions Wonderlic as a great equalizer that helps remove subconscious bias by focusing on data-driven potential. Wonderlic’s multi-measure test identifies cognitive ability, personality, and motivation in one package. Pricing info from TestGorilla’s blog suggests Wonderlic (WonScore) offers SMB-friendly plans (starting ~$75/month billed annually) making advanced psychometrics accessible to smaller firms.

Disclaimer: All information above is derived from the sources cited and is intended to assist with vendor evaluation. Actual vendor capabilities and pricing may evolve, and it’s recommended to engage directly with vendors and obtain up-to-date demos, trials, and quotes before making decisions.