Find proven talent, fast

The searchable pool covers 900M+ public professional profiles worldwide. Inside that pool sit 3M+ skills-tested candidates who have already sat a TestGorilla assessment, so they carry a skill score from work they actually did. You can search the whole pool or narrow to the skills-tested group.

In two parts. Hard facts such as location, seniority, degree, and employer are matched on rules, so a model never infers them and never invents a match. Everything else is matched on meaning rather than exact keywords. A second model then reads each profile against each criterion you wrote and returns the evidence, including the criteria a profile says nothing about. The order you see is built from that evidence.

No. Gorilla Sourcing ranks and explains. It never makes a hiring decision, and it never removes someone on its own judgment. You set the must haves that decide who appears on the list, you can change any criterion at any point, and you decide who to contact. Every criterion is in front of you before a single candidate is ranked.

Two things separate TestGorilla. Every candidate ranking arrives with its reasons, criterion by criterion, so you can defend a shortlist to a hiring manager instead of asking them to trust it. And TestGorilla can test the skills, so a claim on a profile becomes a score from an assessment the candidate sat. Most platforms can confirm who someone is. We can show what they can do.

Yes. Save anyone worth a second look to the job, email them from a connected mailbox, and the thread stays in TestGorilla with the role. You can see who’s saved, who you’ve contacted, who’s been invited to an assessment, and who’s completed one, in a single pipeline per job.

The ranking ignores presentation entirely. Names, photos, follower counts, and how polished a profile reads have no effect on where a candidate appears. Where AI reads a resume, personal details such as names, photos, pronouns, and locations are removed before scoring. Assessments are built and monitored to recognized standards, including the EEOC Uniform Guidelines and the SIOP Principles, and monitored for group differences after launch.

It’s a percentile from an assessment the candidate sat, not a badge earned by filling in a profile. Everyone you invite to a role takes the same assessment, so the scores compare. Our tests go through a five-stage development process and are monitored for reliability, validity, and fairness, with the figures published in each test’s fact sheet.