1. ID verification
What’s new?
You can now ask candidates to verify their identity prior to starting an assessment. They take a selfie and display their physical ID, which our verification partner then compares before allowing them to proceed.
- Cost: 1 credit per candidate.
- Failed checks: Only 1 verification credit is consumed, no credits spent for assessments.
- Availability: Plus plan.
Why it matters
- Confirms the person taking the assessment is who they claim to be.
- Acts as an honesty trigger: candidates know their identity is checked.
- Verification typically completes in under 30 seconds.
- On the results screen, you can instantly filter by verification status.
2. One-way AI video interviews
What’s new?
A new evaluation tool dedicated to video questions. Select from the TestGorilla library or create your own! Video questions have moved out of Custom Questions (which now supports only essay, multiple choice, and file upload).
Why it matters
- Custom video questions get a dedicated, easier-to-find home in the assessment builder (add it on step 2 of creating an assessment).
- Candidates respond at their own pace, so you can screen more people without scheduling calls.
- Mix library and custom questions to create a role-specific assessment.
3. New AI fluency conversation AI video interviews
What’s new?
Two new Conversational AI video interviews to assess how candidates work with AI:
- Learning Agility: evaluates adaptability, reflection, and dynamic learning.
- AI Readiness: evaluates responsible use of and collaboration with AI tools.
70 more role-specific AI video interviews have been updated to include AI fluency questions.
Why it matters
- Screen for on-the-job AI fluency alongside role-specific skills in a single assessment.
- Updated role-specific interviews incorporate AI fluency assessment into your existing screening process.
4. New immersive job simulation tests
What’s new?
We’ve launched five new simulation tests that mirror high-pressure on-the-job scenarios across Sales, Customer Success, and other roles.
Candidates interact in real time with responsive AI interviewers, receiving live audio responses to dynamic candidate responses.
Find them when adding Conversational AI video interviews to your next assessment!
The initial set of test include:
- Algorithmic Reasoning test: Debug complex functions.
- B2B Account Management test: Frame ROI and close upsells.
- Conflict Handling for Customer Support test: Resolve issues constructively.
- Soft Skills for Customer Support test: Demonstrate tonal empathy.
- Tech Collaboration test: Align teams and take ownership.
Why it matters
- Direct skill assessment: Move from ‘talking about’ skills to objective, live demonstrations of empathy and judgment.
- AI-cheating resistance: Because responses require a live voice and immediate reaction to unfolding question prompts, they are virtually impossible to game with scripts or LLMs.
- Skip the Call: Hear a candidate’s professional persona and tone before committing to a manual phone screen.
5. New sourcing homepage
What’s new?
All your jobs now live in one unified view. Each card shows quick insights at a glance. Filter by status (Draft, Active, Archived), search by name, and jump straight to your last search for any job. New jobs pre-fill the search so you see candidates immediately.
Why it matters
- One view for all jobs eliminates the need to switch between tabs and pages.
- Quick insights per card speed up prioritization.
- Pre-filled searches remove friction when starting a new sourcing job.
6. Candidate behavior tiers
What’s new?
The Behavioral Tiers feature introduces a structured three-tier system to classify a candidate's behavior during an assessment, moving beyond individual anti-cheating flags
This mechanism aims to contextualize individual behavioral flags by recognizing that cheating exists on a spectrum of problematic behaviors, ranging from depth, intensity, frequency, and variety.
It is intended to allow for occasional non-concerning behaviors, since a single data point alone may not reliably indicate an intent to mislead.
Why it matters
- Helps you interpret anti-cheating data without having to read raw event logs.
- Sort and filter by tier to focus on candidates with clean behavior first.
- Applies to all assessments started after November 2025.
7. AI fluency filter in search
What’s new?
The older ‘Machine learning and AI’ filter has been renamed ‘AI Fluency’ and now covers 27 tests in our AI fluency framework. The filter has moved from the ‘More filters’ menu to the primary search bar across tests, questions, and AI interviews.
Why it matters
- Find AI-readiness tests and interviews faster without digging through menus.
- One filter surfaces all 27 AI fluency tests, questions, and interviews.
8. Persistent filters and sorting
What’s new?
Filters and sorting applied in the Candidate Results table now persist when you leave and return to an assessment. Settings are reset only after you log out or after one week.
Why it matters
- No more re-applying filters every time you switch between assessments.
- Saves time during high-volume candidate review sessions.
9. Usability improvements across the platform
What’s new?
Several usability improvements across the platform:
-
Jobs overview:
- All jobs now display in a single table with color-coded status badges (green for Active, orange for Draft, grey for Archived). The old tab-based toggle has been removed.
- New sourcing candidate badges, a repositioned scoring metric, updated table filters, and better navigation.
- Account menu: Consolidated from a long settings list into a concise core menu. The credit balance is now visible at a glance for users.
Why it matters
- Color-coded statuses give instant visibility into job states without switching views.
- Cleaner navigation and filters reduce friction when reviewing candidates.
- The credit balance in the menu helps you understand users' credit consumption.