Hiring teams are under increasing pressure to identify qualified candidates quickly without sacrificing fairness, consistency, or candidate experience. As hiring needs evolve and assessment technology moves forward, many organizations have to ask—does the current hiring platform still provide the flexibility, capabilities, and long-term fit required?
Whether you’re looking for more modern interviewing tools, AI-powered hiring workflows, or a platform that better aligns with your recruiting strategy, you have several choices.
This guide compares the best Modern Hire alternatives to help you find the right solution for your organization.
| Acquisition Note: Modern Hire was acquired by HireVue, and its technology has since been integrated into the HireVue platform. While Modern Hire is no longer offered as a standalone platform, this guide uses the Modern Hire name to help teams researching alternatives to its assessment and hiring capabilities. If you’re currently using or evaluating Modern Hire, you may now encounter these products and features under HireVue. |
At a Glance: Best Modern Hire Alternatives
| Platform | Best For | Assessment Types | Candidate Experience | AI Features |
| CodeSignal | Enterprise teams wanting unified skills intelligence across technical, business, and AI skills | Coding, non-coding technical, business skills, behavioral, structured interviews | Modern, real-world simulations | Agentic assessments, AI proctoring, AI scoring, AI-adaptive interviews |
| SHL | Global enterprises standardizing psychometric and behavioral assessment | Cognitive, personality, situational judgment, behavioral | Established, broad catalog | AI-powered talent sourcing |
| Criteria Corp | Mid-market to enterprise teams wanting broad, industry-specific testing | Cognitive aptitude, personality, emotional intelligence, skills | Gamified, puzzle-centric style | Remote proctoring, standardized scoring |
| Predictive Index | Teams prioritizing behavioral fit and team dynamics | Behavioral survey, cognitive assessment | Short, straightforward (12-minute cognitive test) | Workforce analytics |
| Mercer Mettl | Enterprises needing full-lifecycle pre-employment testing | Personality, cognitive, technical, coding, communication | Broad but less modernized | AI proctoring, plagiarism detection |
| Harver | High-volume, high-turnover hiring | Pre-hire assessments, structured video interviewing | Streamlined for volume hiring | Behavioral and cognitive matching |
The Best Modern Hire Alternatives
1. CodeSignal – Best Overall Modern Hire Alternative
Website: codesignal.com
Overview
CodeSignal is an AI-native skills assessment platform that helps organizations evaluate technical and professional skills with confidence. It combines validated skills assessments, structured interviews, and AI-powered evaluation to give hiring teams a more complete view of candidate capabilities.
Key Features:
- Certified Assessments backed by scientific research and validated by IO psychologists
- Assessment coverage spanning 3,000+ competencies across technical, business, and AI skills — not just coding
- Agentic coding and role-specific AI simulations that reflect how work happens with AI tools today
- Structured interviews with personalized AI agents that adapt in real time
- Skills profiles that align to core skills across multiple industries and job families
- Enterprise integrations with major ATS platforms
- Built-in proctoring, identity verification, and plagiarism detection
Best for: Small businesses, mid-market companies, and enterprises that want a unified platform for validated skills evaluation across technical, business, and behavioral roles.
What Sets It Apart
CodeSignal replaces the “library of job tryouts” model with a unified skills platform that adapts to almost any role. It effectively combines assessment science with AI-era evaluation and a candidate experience built for how people actually work today. CodeSignal is built to predict role success through unified skills intelligence across technical, business, career, and AI skills.
2. SHL
Website: shl.com
Overview
SHL is an enterprise talent assessment platform that offers a broad portfolio of assessments covering personality, behavior, motivation, cognitive ability, and situational judgment. In addition to hiring, its reporting and analytics can support workforce planning, employee development, and succession planning.
Key Features:
- Broad portfolio of psychometric, cognitive, and behavioral assessments
- Workforce analytics supporting hiring, development, and succession planning
- AI-powered talent sourcing connecting to a pool of skills-tested job seekers
- Talent management features including competency management and internal mobility tools
- Operates across 150+ countries for multinational enterprises
Best for: Global enterprises standardizing psychometric and behavioral assessment across large, distributed workforces.
What Sets It Apart
SHL’s assessment science is backed by one of the largest talent-data banks in the industry, giving large enterprises deep benchmarking and workforce analytics beyond a single hiring decision.
Potential Limitations
SHL’s breadth and enterprise scale come with a more traditional psychometric-testing model. Organizations wanting AI-native, role-realistic simulations for technical or AI-era roles specifically may find a more modern platform better suited to that need.
3. Criteria Corp
Website: criteriacorp.com
Overview
Criteria Corp delivers scientifically validated pre-employment assessments spanning cognitive aptitude, personality, emotional intelligence, and skills testing, with industry-specific solutions for sectors including financial services, healthcare, manufacturing, technology, logistics, and customer service.
Key Features:
- Standardized assessments designed to reduce subjectivity and support fair evaluation
- Remote proctoring with video monitoring and identity verification
- Gamified assessment options built to improve candidate experience and completion rates
- Comprehensive reporting on candidate performance and competency mapping
- Integration with existing HR and talent management systems
Best for: Mid-market to enterprise teams wanting broad, industry-specific testing across a wide range of sectors.
What Sets It Apart
Criteria Corp combines industry-specific test libraries with gamified assessments, making it a good fit for organizations hiring across multiple roles or industries while maintaining a consistent evaluation process.
Potential Limitations
Criteria Corp’s assessment catalog is broad but generalized; organizations with deep technical or AI-era hiring needs may still need a more specialized platform alongside it.
4. Predictive Index
Website: predictiveindex.com
Overview
Predictive Index pairs a short, timed cognitive assessment with an untimed behavioral survey to give employers two data points: how candidates learn and process information, and how they’re naturally motivated to behave at work. The platform is built as much for internal team dynamics and leadership development as it is for hiring.
Key Features:
- PI Behavioral Assessment measuring four behavioral drives
- PI Cognitive Assessment, a 12-minute test of learning ability and problem-solving
- Team and leadership analytics tools (PI Inspire) alongside hiring tools (PI Hire)
- Personalized interview guides with role-specific questions shaped by assessment data
- 97+ integrations with existing HR systems
Best for: Teams prioritizing behavioral fit, team dynamics, and leadership potential alongside hiring decisions.
What Sets It Apart
Predictive Index extends beyond the hiring moment into team management and leadership development, giving organizations a shared behavioral framework that spans the employee lifecycle.
Potential Limitations
The platform’s core assessments are brief and behavior-focused rather than deep, role-specific skills validation. It emphasizes behavioral patterns and knowledge-light evaluation. Technical or specialized hiring often requires a complementary assessment platform.
5. Mercer Mettl
Website: mettl.com
Overview
Mercer Mettl is a full employee-lifecycle assessment platform covering pre-hire screening, skills assessment, learning and development, certification exams, and campus recruiting, backed by a library of content entries across 3,200+ skills.
Key Features:
- Personality, behavioral, cognitive, technical, coding, and communication assessments, including language skills
- AI-based proctoring, browser lockdown, and plagiarism detection
- Combined asynchronous video interviews and live proctored sessions
- ATS integrations including Workable and iCIMS
Best for: Enterprises needing full-lifecycle pre-employment testing that spans hiring, learning, and certification in one system.
What Sets It Apart
Mercer Mettl’s assessment library extends well past hiring into learning and certification, appealing to organizations that want one vendor across multiple stages of the talent lifecycle.
Potential Limitations
The platform’s breadth across the full talent lifecycle can mean less depth in AI-era, role-realistic technical assessment compared to platforms built specifically around that use case, and it can feel less intuitive than newer point solutions while requiring more configuration to tailor flows to unique needs.
6. Harver
Website: https://harver.com
Overview
Harver is a hiring platform designed for high-volume recruiting. It combines pre-employment assessments, structured video interviews, and workflow automation to help organizations evaluate candidates efficiently across roles in industries like retail, hospitality, healthcare, and customer service.
Key Features:
- Pre-hire assessments covering cognitive ability, personality, and job-specific skills
- Structured, one-way video interviewing aligned to assessment results
- Proprietary behavioral and cognitive matching technology
- Interactive analytics dashboards for high-volume hiring programs
- Reference-checking tools built into the same workflow
Best for: High-volume, high-turnover hiring where speed and consistency matter more than deep, role-specific technical evaluation.
What Sets It Apart
Harver’s combination of assessment and video interviewing in one streamlined workflow is well suited to organizations hiring at scale for frontline and hourly roles, where heavy automation supports throughput.
Potential Limitations
Harver’s assessment science centers on cognitive and personality fit rather than deep skills validation across technical or specialized roles, so organizations with more complex role requirements may need additional tools, and overloaded screening flows can slow deeper review.
When should you look for Modern Hire alternatives?
Organizations often explore Modern Hire alternatives when their hiring needs change or they’re evaluating whether another platform is a better fit for their recruiting strategy. Common considerations include:
- Broader assessment capabilities: Some teams want a platform that supports a wider range of technical, business, and behavioral skills assessments across different roles. If you’re missing the resources to do this internally, a broader skills-based platform could be the right choice.
- Candidate experience: As hiring becomes more competitive, organizations may prioritize assessment and interview experiences that are intuitive, engaging, and closely aligned with real-world work.
- AI-powered hiring workflows: Many employers are looking for platforms that incorporate AI thoughtfully to help evaluate skills, surface insights, and support recruiter decision-making.
- Long-term talent development: Beyond hiring, some organizations want assessment data they can use to support internal mobility, upskilling, and workforce planning.
Look beyond individual features and consider how well each platform aligns with your hiring goals. Factors like assessment quality, candidate experience, integrations, customization, reporting, and scalability can all influence long-term success.
Foolproof way to find a Modern Hire Alternative for candidate experience
The candidate experience can have a lasting impact on your hiring process—from assessment completion rates to employer brand. The best platform isn’t necessarily the one with the longest feature list; it’s the one that helps you evaluate candidates efficiently while creating a smooth, engaging hiring experience from start to finish.
Map your hiring process before comparing platforms
Before evaluating vendors, outline your current hiring process from the candidate’s perspective. Identify where applicants experience unnecessary delays, duplicate steps, or unclear communication, as well as where recruiters spend the most time. Understanding these friction points makes it easier to determine which platform features will improve both efficiency and the candidate experience.
Decide how you want to evaluate candidates
The way you evaluate candidates shapes their experience just as much as your hiring decisions. Consider whether your process is best supported by skills assessments, structured interviews, work samples, simulations, or a combination of methods that accurately reflect the responsibilities of the role.
Make your hiring data more actionable
Assessment results should help move candidates through the hiring process—not create more manual work. Look for a platform that presents hiring data in a clear, actionable format so recruiters and hiring managers can make faster, more consistent decisions while keeping the process moving for candidates.
Choose a platform that fits your team’s workflow
A streamlined recruiting workflow benefits everyone involved. As you compare platforms, look for features that integrate with your existing systems, support collaboration during the interview process, automate repetitive tasks, and help candidates move through each stage with fewer delays.
Businesses choose CodeSignal to meet hiring goals
The right hiring platform should make it easier to identify qualified candidates, run consistent interviews, make confident decisions, and get the outcomes your team deserves. CodeSignal brings validated assessments, structured interviews, and AI-powered evaluation and recommendations together in one platform to help hiring teams streamline the hiring process.
Learn CodeSignal to see how skills-based hiring can support faster, more informed decisions.
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