In the post-COVID hiring landscape, Adaface simplifies remote hiring for fresh graduates and experienced candidates across different domains. With a test library covering over 500 on-the-job skills, including Front End, Back End, Mobile, DevOps, Databases, and more, Adaface ensures that organizations can efficiently screen candidates for diverse roles.
Adaface offers non-googleable questions and an advanced proctoring suite for added security. Customized assessments based on job descriptions, ATS integrations, and automatic test creation based on skills are key features. Additionally, the platform is GDPR and EEOC compliant, aligning with essential data privacy and diversity requirements.
With a user-friendly chatbot guiding candidates through the assessment process, Adaface provides automated scorecards and industry benchmarks for easy candidate evaluation. The platform also offers scientifically backed psychometric tests, combining cognition and personality testing to identify the best-fit candidates across different organizational levels.
Introducing HiPeople, the ultimate solution for modern recruiting teams looking to revolutionize their hiring process. With over 1,400 recruiting teams already on board, HiPeople is your secret weapon to identifying and securing the best candidates effortlessly. Say goodbye to time-consuming CV screenings and hello to a delightful candidate experience that ensures you attract and retain top talent.
At the heart of HiPeople are its job-specific candidate assessments, designed for speed, ease, and fairness. These assessments empower you to pinpoint the perfect candidates for your job openings quickly. With bite-sized, role-specific, and enjoyable assessments that take just 10 minutes to complete, candidates stay engaged throughout the process. Plus, our user-friendly interface and automated reminders make using HiPeople a breeze for both you and your candidates, ensuring a seamless experience.
But HiPeople is more than just assessments; it's a comprehensive tool that covers every aspect of hiring. From predicting job-fit accurately to promoting diversity, equity, and inclusion (DEI) in your recruiting process, HiPeople has you covered. Plus, getting started is as easy as 1-2-3: create role-specific assessments, invite candidates effortlessly, and analyze results in real-time. HiPeople even seamlessly integrates with your favorite Applicant Tracking System (ATS) for a truly streamlined hiring process. With HiPeople, you'll spend more time with the right candidates, reduce your time-to-hire, and elevate your entire recruiting game. Join the ranks of forward-thinking recruiting teams and let HiPeople help you make the right hires, every time.
Now, let's delve into a head-to-head comparison of the pricing models offered by HiPeople and Adaface, helping you make an informed decision for your recruitment needs.
HiPeople offers a range of pricing plans to cater to the diverse needs of organizations when it comes to skills-based hiring assessments.
Whether you're just starting or managing a large enterprise, HiPeople's pricing plans provide the flexibility and features to meet your skills-based hiring assessment needs.
Adaface offers a range of pricing plans to meet different needs, each with its own set of features and credits allocation. While these plans may appear straightforward, it's important to understand what they entail and how credits are managed.
Understanding how credits work is crucial across all plans. Ready-to-use tests incur a one-time charge of 5 credits, while custom tests require 10 credits. Inviting candidates consumes 1 credit per candidate, and if they do not take the test, that credit is refunded. These credits expire after 1 year from purchase, and to continue using the service, you need totop up your account with the same or a different plan. While Adaface's pricing plans provide flexibility, it's important to consider your organization's specific hiring needs and budget to choose the most suitable option.