Clevry is a well-rated and often praised for its ease of use and clear candidate reports. However, you, like many others may want to compare alternatives whether that's due to something Clevry isn't great at or you're just thinking of trying something different. For organisations running high-volume recruitment, needing more advanced candidate comparison, or looking for newer formats such as gamified and AI-resistant assessments, we'll review some of the best picks from the wider market.
Test Partnership
Test Partnership is the strongest direct alternative if you want science-backed assessments with a more modern candidate experience. The platform covers the full range - cognitive ability, personality, and situational judgement - and is built around faster, more accurate candidate shortlisting without requiring a large assessment team to manage it.
The standout product for most hiring teams is MindmetriQ: gamified cognitive assessments that measure numerical, verbal, and inductive reasoning through short, interactive tasks. The format is explicitly designed to be AI-resistant, which matters if you're running high-volume processes where the temptation for candidates to lean on AI assistance is real. And unlike behaviourally-focused gamified tools, MindmetriQ measures cognitive ability, the strongest predictor of job performance across virtually every role type.
If what you're trying to improve on is predictive validity, candidate engagement, or protection against AI-assisted cheating, Test Partnership is the most direct upgrade from Clevry.
SHL
SHL is one of the oldest and most established names in talent assessment, with a portfolio covering skills, personality, behavioural, coding, and language assessments. Around 35 million assessments are taken on the platform each year globally, which gives it real credibility for large enterprise hiring teams that need the reassurance of scale and brand recognition.
The main trade-off is cost. SHL sits at the more expensive end of the market, and for most hiring teams that aren't dealing with enterprise-level complexity, the additional spend doesn't necessarily translate into meaningfully better hiring outcomes. There are alternatives that offer comparable, and in some cases stronger, predictive validity at better value.
Worth considering if budget isn't a constraint and you specifically need a large, long-established vendor. Less compelling if you're after the best value-for-money option.
Talogy
Talogy offers a broad suite of assessments that can be combined across different talent challenges: hiring, development, leadership, succession planning, and internal mobility. It's not just a pre-employment screening tool, the wider proposition includes consulting services alongside the assessments themselves.
That broader offer is both its strength and its limitation. If you want an assessment provider that can also advise on talent strategy, Talogy is a reasonable fit. If you just need a strong, scalable screening tool for your hiring process, the added consulting layer might be more than you actually need.
Criteria
Criteria covers pre-employment assessments, video interviewing, and talent management in a single platform, with 80M+ assessments completed and around 4,000 organisations using it worldwide. That breadth puts it in solidly established territory.
The main draw is having assessments and structured video interviewing in one place, which can simplify things considerably for teams running multi-stage hiring processes. If you want to standardise both your screening and interview stages without stitching together multiple tools, Criteria is a sensible option to evaluate.
TestGorilla
TestGorilla takes a skills-based approach, with a large test library, candidate management, and AI-powered sourcing built into one platform. It's particularly well-suited to teams that need to screen for practical job skills (coding, Excel, and other hard skills) where role-specific ability is the main thing you're trying to measure.
The scale of the test library is its obvious selling point. If your hiring spans a wide variety of role-specific skills, it's a useful platform to have. It's less suited to teams primarily interested in testing cognitive ability (numerical, verbal, or inductive reasoning) where a dedicated assessment platform will give you more psychometric rigour and better predictive validity.
Conclusion and next steps
The right Clevry alternative depends on what you're actually trying to fix. If it's predictive validity, Test Partnership and SHL both measure cognitive ability more directly than a behaviourally-focused platform can. If you want modern candidate experience alongside that validity - and meaningful protection against AI-assisted cheating - Test Partnership's MindmetriQ sits on its own in that space.
For a fuller picture of how Test Partnership compares, the why Test Partnership page is a good starting point. Or if you're ready to dig into the assessments themselves, you can explore our aptitude tests, personality tests, and gamified assessments.
Sources: Clevry, Clevry on G2, SHL, SHL on G2, Talogy, Talogy on G2, Criteria, Criteria on G2, TestGorilla, TestGorilla on G2.
Joshua Hancock
Digital Marketing Manager at Test Partnership. Over 7 years experience as a writer, content strategist, SEO and digital marketer.
