TestGorilla

I've been in recruiting for more than 8 years. I've worked through... Hiring booms. Hiring freezes. COVID. The "Great Resignation." But I can honestly say I've never experienced a job market quite like this one. And I don't think many recruiters/hiring teams have. Last week, I opened a position and in less than one day, it received 150+ applications. Hiring teams are facing a different kind of pressure that many don’t talk about: - Doing more with less. - Smaller teams. - Higher expectations. - Faster hiring timelines. And they are overwhelmed. Now? AI is adding another layer of complexity. AI is helping candidates create stronger resumes than ever before. But it’s also making it harder for hiring teams to identify who truly has the skills to succeed. That means hiring processes need to evolve too. Lately, I’ve been focusing more on skills-based hiring because the “best” resume doesn’t always belong to the “best” candidate. That's one of the reasons I am excited to partner with TestGorilla, a company whose mission is to place one billion (yes, with a B), people in their dream jobs. They are hosting a free webinar on how to actually get started with skills-based hiring: Unravelling Skills-Based Hiring. It will cover topics like building a skills blueprint, picking the right pilot roles and rewriting your processes around what candidates are capable of. Resumes aren't going away any time soon. But they are becoming just one piece of the hiring puzzle. And the hiring teams that adapt, will have the advantage. I’ll see you there! 📅 Thursday 30 July | 10:00 ET / 09:00 CT / 16:00 CEST https://lnkd.in/gv-FbBUZ

Say hi to Rosemary, Amevye and Wilson 👋🏼 Three of the many candidates who have shared their verified TestGorilla scores to LinkedIn in 2026. Swipe to see the talent behind the scores. Taken an assessment you're proud of? Share your score and tag us. You might be in the next one.

500 applications. All of them look great on paper. Most of them sound fabulous in the interview too. AI writes the resumes, AI trains the candidate, so everyone clears the bar. And yet, the rate of mis-hires is increasing every year. You already know the solution. Skills-based hiring. The challenge is "How". We're taking one hiring process apart from first principles: why the old proxies broke in the AI era, and what actually predicts performance. Then rebuilding it into a five-stage funnel you can run the next morning. 30 July. Unravelling skills-based hiring: first principles to blueprint. Register for free, 🔗 in the comments.

Her resume said nanny. Her assessment said salesperson. We went with the skills 💪🏼 "Before TestGorilla, I was a nanny. I'd never worked in sales, let alone at a SaaS company. But I took the assessment for the sales role and scored really well." Meet Silvia Pellegrino 👋🏽 Now she's a Customer Success Operations Manager. That's not a lucky break - it's what happens when you hire for what someone can do, not where they've been. Swipe to get to know her.

Fighting a massive influx of applications? So was M Group. Here's what they did. 25,000 applications. 150 roles. A team of four. At RecFest UK, Jennifer Goldsworthy, Talent Acquisition Lead at M Group shared how her team handles that, without extra headcount or team burnout. We pulled her playbook into a short read. Grab it below.

Goodbye "what ifs". Hello live scenarios. Introducing Job Simulations. An AI-powered avatar plays the customer, the client, the stakeholder your candidate would actually deal with. And you, as the candidate, have to handle it live. Scary? Not quite. Consider it an authentic shot to show what you can do, and a real feel for the role before you say yes. A customer complaint you need to respond to out loud. A client pushing back on price you have to talk through. Real situations from the role, in real time. For companies hiring, this is the moment you see how someone actually handles the work before the offer goes out, not three months after. Want more details? Link in comments 👇🏽

"AI handles the admin. Hiring teams can finally lead." It's the line every hiring team wants to believe right now. It's half true. Yes, AI can clear the spreadsheets, draft the feedback, track the goals. But freeing up three hours doesn't make someone a better leader, any more than a faster calculator makes a better mathematician. Most managers don't actually know what their people can do. The interview measured something → it just wasn't the thing that mattered on day one. You can't coach a skills gap you never measured. You can't set expectations for a capability you only assumed was there. AI buys you time. It doesn't buy you judgment. And leading was never a time problem to begin with. Latest edition of Cut the BS is live 👇

Manual screening still has a place in a hiring. But "I've always done it this way" isn't a reason - it's a habit. And habits don't scale to 300 applicants. So we made it a decision, not a default. Four questions. Honest answers. Swipe through to see where your roles land 👇🏽

One dinner. Two friends aligned on one mission. Six years later: 17.5 million candidates given a fair shot at their dream job 👏🏾 Thank you Wouter Durville and Otto Verhage.

We need to come clean about our culture. Fully remote, yes. But suspiciously good at finding reasons to be in the same room. Portugal, the UK, Spain, India - swipe for proof of life and actual IRL connection at TestGorilla 👇🏽