Category
Interview/Assessment
Rating
4.7/5 (189 Reviews)
Pricing
Custom
Best for
Enterprise TA teams running high-volume annual hiring who need validated assessments to reduce legal exposure and turnover
HQ
West Hollywood, United States
Available in
North America, South America, Europe, Africa, Australia, Asia, Oceania, Middle East
Capabilities
Tags
Best for
- Enterprise TA teams running high-volume annual hiring who need validated assessments to reduce legal exposure and turnover
- Mid-market staffing agencies placing skilled trades or healthcare roles where bad-hire replacement costs justify pre-hire testing
- In-house TA leads at multi-site retail or logistics operations standardizing manager interview protocols across many locations
- Growth-stage startups replacing unstructured founder screens with scalable, bias-auditable evaluation steps
Top use cases
- Run cognitive tests on finalists to predict performance
- Deploy AI-scored video screens for hard-to-schedule roles
- Track new-hire retention and flag flight risk early
What is Criteria?
Criteria suits in-house teams and mid-market staffing agencies standardizing structured hiring across global locations. Recruiters use it to run scientifically validated cognitive and personality assessments that predict job performance before a hire is made. Teams use Criteria to conduct AI-scored video interviews that surface explainable, bias-reduced evaluations. Post-hire tools like weekly manager check-ins and Coach Bo extend value beyond the offer. Exporting scores directly from a job record requires a workaround, which adds friction for high-volume users. Best fit for enterprise and mid-market TA teams building bias-free, science-backed hiring pipelines at scale.
What are Criteria's key features?
Scientifically validated cognitive aptitude and personality assessments that predict job performance
Structured video and live interviewing with AI-powered scoring to minimize bias
Game-based skills testing and AI proctoring for fraud detection
Interview Intelligence and weekly manager check-ins for post-hire development
TEAMscan and Coach Bo for ongoing employee engagement and team coaching
How do staffing agencies use Criteria?
- Run cognitive tests on finalists to predict performance
- Deploy AI-scored video screens for hard-to-schedule roles
- Track new-hire retention and flag flight risk early
Who is Criteria best for?
- Enterprise TA teams running high-volume annual hiring who need validated assessments to reduce legal exposure and turnover
- Mid-market staffing agencies placing skilled trades or healthcare roles where bad-hire replacement costs justify pre-hire testing
- In-house TA leads at multi-site retail or logistics operations standardizing manager interview protocols across many locations
- Growth-stage startups replacing unstructured founder screens with scalable, bias-auditable evaluation steps
What are Criteria's pros and cons?
Pros
- Customers achieved 65% reduction in turnover and 90% hiring success rate according to published case studies
- AI-powered interview scoring is transparent and explainable, reducing bias in candidate evaluation
- Integrated post-hire development tools like weekly check-ins and coaching drive retention beyond hiring
Cons
- Pricing not publicly available, requiring sales consultation for budget planning
- Platform complexity across multiple assessment types may require extensive onboarding for small teams
What are people saying about Criteria?
Criteria holds 4.7/5 across 189 Capterra reviews. Reviewers highlight "Streamlining Recruitment with Data-Driven Insights: A Comprehensive Review of Criteria". Others note "Assessment, if you want to scale quickly, with the right people". One common thread: "Please Make it so you can Export Scores Directly from Job".
Source: CAPTERRA · Updated April 28, 2026
How does Criteria compare to alternatives?
| Feature | Criteria | Greenhouse | Lever | Workable |
|---|---|---|---|---|
| Category | Interview/Assessment | ATS and CRM | ATS and CRM | ATS and CRM |
| Pricing | Enterprise | Enterprise | Enterprise | Enterprise |
| AI-first | ||||
| API | ||||
| MCP | ||||
| GDPR | ||||
| Best for | Enterprise TA teams running high-volume annual hiring who need validated assessments to reduce legal exposure and turnover | In-house TA teams at enterprise and growth-stage companies running concurrent reqs where structured interview consistency matters across departments | Mid-market in-house TA teams running both active hiring and passive nurture where scheduling admin consumes significant recruiter hours | In-house TA teams at growing companies running concurrent reqs and needing ATS plus sourcing in one seat instead of separate tools |
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Frequently asked questions about Criteria
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