Choose a plan and checkout with just your email and payment. Upgrade when you're ready — we charge by usage, not by company size.
All plans include Big Five (IPIP-NEO) assessments, role profiles, candidate reports, and shareable links. Enter your email and payment at checkout — no separate signup.
See exactly what's included in each tier. Assessments, campaigns, team, integrations, and support.
You’re not buying a black box. You’re getting the same validated science used in thousands of peer-reviewed studies — defensible, transparent, and predictive.
The Big Five (OCEAN) model is the most validated personality framework in industrial-organizational psychology. IPIP-NEO measures the same constructs as the gold-standard NEO PI-R, with a .94 correlation after correcting for measurement error. When you use our assessments, you're using science that predicts job performance and retention — not a proprietary quiz with no published validation.
IPIP-NEO has been validated on over 619,000 participants (Johnson, 2014), with mean reliability (Cronbach's α) above .80 across the five domains. That means your process is built on published, peer-reviewed evidence — the kind that holds up under scrutiny from legal, compliance, and candidates. You get transparency and fairness without sacrificing predictive power.
Every candidate gets the same research-grade instrument: 60- or 120-item IPIP-NEO, with T-score normalization and norm-referenced reports. No hidden algorithms, no "secret sauce" — just the science.
Every tier includes the same assessment science and workflow — only capacity and features scale up.
60- or 120-item validated inventory. Same instrument used in 619k+ validation study.
Define what good looks like for each role. Get trait targets and candidate fit scores.
Structured questions, rubrics, and red flags generated from your role profile.
One-page hiring briefs, shareable links with expiry, and export for your ATS.
Job-relevant traits only. Audit trail, consent, and guidance on responsible use.
GDPR-aware, encrypted, clear retention. We don’t sell candidate data.
Other platforms charge more when your company grows — even if you're hiring the same amount. We don't.
TestGorilla and others tie price to employee count, so a 100-person company pays hundreds per month even for one role. Predictive Index and Criteria target mid-market and enterprise with five-figure annual contracts. SeeMyPersonality scales with your hiring: more campaigns and candidates mean a higher tier, not a penalty for having a bigger team.
Same science (IPIP-NEO Big Five), transparent pricing, minimal signup. No sales call required.
| Pricing | SMP | TestGorilla | Predictive Index | Criteria |
|---|---|---|---|---|
| Model | Usage-based | By headcount | Seat + modules | Per user / quote |
| Starting price | $39/mo | $83/mo | $7,550/yr | ~$995/user/yr |
| ~100 employees | $119–279/mo | $770+/mo | $14k+ yr | ~$1,500/mo |
We charge by campaigns and candidates, not by company size. Your bill scales with hiring volume, not headcount.
We charge by plan tier. Each tier includes a set number of active campaigns and candidates per month. You’re not charged by company headcount, so your bill doesn’t jump when your team grows — only when you need more hiring capacity.
Yes. You can stay on Free or downgrade when you’re not actively hiring. Upgrade again when you need more campaigns or candidates. We don’t lock you into long-term contracts on paid tiers.
We’ll notify you when you’re approaching your limit. You can upgrade to the next tier for more capacity, or wait until the next billing cycle when limits reset.
We’re happy to discuss use cases for nonprofits and educational institutions. Contact us with your organization details and we’ll see what we can do.
Yes. The Scale plan supports unlimited campaigns and candidates, so agencies can run assessments for multiple clients from a single account. Custom branding and API access help you white-label the experience.
Pick a plan and complete checkout with your email and payment. You can add more profile details after you're in.