Criteria

Criteria provides pre-employment assessments — cognitive, personality, skills, and emotional intelligence — backed by IO psychology research.

Overview

Criteria treats hiring as a measurement problem. Its assessment catalog is grounded in validated instruments from industrial-organizational psychology, and its platform helps employers define what to measure for each role, administer tests at scale, and interpret results against outcomes. Video interviews and job simulations extend the picture beyond multiple choice. Analytics connect assessment scores to performance and retention data, letting companies refine what they select for over time.

The measurement culture matters as much as the tests: organizations define what success looks like per role, then validate over time against real outcomes. That loop turns hiring from intuition into a defensible process, which is why regulated and high-stakes employers lean on it.

Key Features

• Assessment catalog spanning cognition, personality, skills, and EI
• Role-based benchmarking against validated profiles
• Video interviewing and job simulation modules
• Outcome analytics linking scores to performance and retention
• ATS integrations and candidate-friendly workflows
• Validated instruments spanning cognition and personality
• Benchmarking against role success profiles
• Outcome analytics on performance and retention

Rollouts usually pilot one role family, comparing assessment outcomes against later performance reviews before extending to the rest of the organization. The platform’s onboarding support helps hiring managers interpret scores correctly, avoiding the common failure mode where validated instruments are applied with unvalidated judgment.

Reporting supports adverse-impact analysis and validation studies, which legal and compliance teams request during rollout. Because assessments are standardized, comparisons across candidate pools remain meaningful even as hiring teams and market conditions change over time.

Pricing

Criteria is sold through a sales process with plans sized by company hiring needs; evaluations are typically piloted per role family.

Who Is It For

Mid-market and enterprise talent teams that want defensible, research-based selection across many roles. It fits talent teams hiring across many role families with evidence.