Test Partnership Alternatives: 8 Assessment Platforms to Compare in 2026

Test Partnership has a strong following in UK graduate and early-careers hiring. Its adaptive aptitude tests and MindmetriQ game-based assessments give recruiters a dependable read on cognitive ability.

The friction shows up when a role needs more than ability and personality data. A developer needs a coding challenge. A patient-facing or sales role often needs a recorded video answer. Test Partnership doesn't list either in its assessment catalog, so many teams end up paying for a second tool.

Pricing adds another layer. Every plan runs on a custom quote, and features like ATS integration and a white-labeled candidate portal sit in the add-on column.

In this guide, we break down eight Test Partnership alternatives and the hiring gaps each one fills.

Why consider a Test Partnership alternative?

• You hire developers or technical staff. Test Partnership covers reasoning, personality, situational judgment, and MS Office skills. It doesn't list coding challenges, so technical roles need a separate platform.
• You want recorded video answers in the same flow. One-way video interviews show how a candidate explains their thinking. Test Partnership doesn't list them among its assessments.
• You'd like to see a price before a sales call. Test Partnership quotes each account individually and settles pay-as-you-go or unlimited licensing on a call.
• Core workflow features cost extra. Its pricing page lists ATS integration, API access, a white-labeled portal, and a dedicated account manager as custom add-ons.
• You need visual proctoring. Its built-in cheat detection tracks window switching, assistive tools, and unusual timing. Teams that also want webcam snapshots and screen monitoring may need a different setup.

Most teams switch over one or two of these gaps. Name yours before you book demos. It will trim your shortlist faster than any feature grid.

How we built this shortlist

Test Partnership sells on psychometric science. So every tool here had to offer validated cognitive or personality assessments of its own. Platforms that only run coding tests or quizzes didn't make the cut.

From there, we weighed each option against five questions. Does it add assessment types Test Partnership doesn't cover? How does it handle cheating now that candidates have AI tools? Can you see pricing, or is it quote-only? Does it connect to common ATS platforms? And how well does the candidate experience hold up on a phone?

Product details come from each vendor's website and published product pages, reviewed in September 2026.

The top Test Partnership alternatives for 2026

1. TestTrick

TestTrick is a pre-employment assessment platform that covers both sides of a hiring decision. Psychometric tests show how a candidate thinks and works. Skills tests, coding challenges, and video interviews show what they can already do.

Recruiters pick from 500+ ready-made tests or write their own. One assessment can mix a DISC or Big Five profile, a cognitive test, a role skills test, and a recorded video question. Candidates finish everything in a single session.

Each report breaks scores down by test and by skill. Video answers come with an AI summary, a transcript, and a score against criteria you define. Proctoring results sit in the same report, so reviewers never switch between tools.

Key features

• Psychometric and cognitive tests: DISC, Big Five (OCEAN), and MBTI personality assessments sit alongside tests of problem-solving, critical thinking, mental agility, and basic math. Situational judgment tests cover areas like conflict resolution and time management.

• Coding challenges: Technical tests run in 15+ programming languages. Code playback lets reviewers watch how a candidate built and fixed their solution.

• One-way video interviews with AI scoring: You set the recording time and number of attempts, then define scoring criteria. The AI grades each answer from its transcript, and you can still review any response yourself.

• Seven question types: Custom tests can include video, essay, multiple-choice, file upload, fill-in-the-blank, coding, and Google Sheets questions.

• Proctoring on every plan: Webcam and screen snapshots are taken every 30 seconds. Copy-paste blocking, tab tracking, and dual-monitor detection run in the background, and TestTrick auto-flags serious violations.

• ATS integrations: Twelve native integrations, including Greenhouse, Lever, and Workday, send invites and pull scores back into candidate profiles.

Best for: Recruiters who want psychometrics, skills tests, coding, and video interviews in one assessment, with proctoring included and pricing they can check upfront.

Why choose it over Test Partnership?

You get coding challenges, recorded video answers, and webcam proctoring alongside psychometric tests, on published plans with every feature included.

Test Partnership vs TestTrick: Which Fits Your Hiring?

Test Partnership suits teams whose main question is how capable a candidate is. Its adaptive ability tests benchmark candidates against large norm groups. Its business psychologists can also build bespoke tests and run validity studies, which appeals to graduate schemes and sectors like law.

TestTrick suits teams that need that answer plus proof of job skills. It covers cognitive and personality testing, then adds coding, video interviews, and role-specific skills tests to the same candidate session. Proctoring and ATS sync come standard, and you can build tests yourself without a consultancy project.

Pick Test Partnership if you only need a strong ability screen before interviews and assessment centers. Pick TestTrick if you want the first screen to cover ability, personality, and hands-on skills at once, with integrity checks built in.

2. SHL

SHL is one of the longest-running names in workplace psychometrics. Its catalog spans personality, cognitive, behavioral, and skills assessments, plus video interviewing. Large employers often run it across several countries and job families, mapped to its Universal Competency Framework.

Key features

• OPQ and MQ: The Occupational Personality Questionnaire maps workplace behavior, while the Motivation Questionnaire looks at what drives a candidate.
• SHL Verify: Ability tests cover numerical, verbal, inductive, and deductive reasoning, with some delivered in interactive, drag-and-drop formats.
• Skills and simulations: Coding simulations, call-center simulations, and language evaluations sit alongside the psychometric range.

Best for: Global enterprises running structured selection across many roles and regions.

Why choose it over Test Partnership?

If you want one enterprise vendor for psychometrics, simulations, and interviews, and you have budget for a managed rollout.

Things to consider: SHL is geared toward larger organizations and structured enterprise talent programs, so smaller hiring teams may find the implementation and buying process heavier than they need.

3. Saville Assessment

Saville Assessment was founded by Peter Saville, who also co-founded SHL. The company focuses on research-backed personality and aptitude tools, delivered through its Oasys platform. Its Wave questionnaires are a common choice for professional and leadership selection.

Key features

• Wave personality questionnaires: Wave Professional Styles gives an in-depth profile, while Wave Focus Styles offers a shorter version for faster screening.
• Swift aptitude tests: Blended tests combine short numerical, verbal, and diagrammatic sections, with ranges for executives, graduates, operational staff, and apprentices.
• Situational judgment tests: Employer-tailored scenarios assess how candidates weigh up realistic workplace choices.

Best for: Organizations that want deep, research-led psychometrics for professional and senior roles.

Why choose it over Test Partnership?

If personality depth for senior hiring matters more to you than the range of test types.

Things to consider: Saville Assessment is strongest in psychometric depth rather than broad practical skills testing, so teams hiring developers or other hands-on roles may still need an additional assessment tool.

4. Sova

Sova is a London-based assessment platform built around a configurable candidate journey. Recruiters select questions from a validated library to match the success factors of each role. The same platform then carries candidates into video interviews and virtual assessment centers.

Key features

• Blended assessments: Personality, cognitive ability, situational judgment, motivation, and skills questions combine into one tailored assessment.
• Interview builder: Recruiters can add structured video interviews to the same candidate journey.
• Virtual assessment centers: Assessors and candidates run exercises online or in hybrid settings, with scoring handled inside the platform.

Best for: Graduate and early-careers programs that end in an assessment center.

Why choose it over Test Partnership?

If you want online screening and assessment-center scoring managed in one place.

Things to consider: Sova's configurable journeys and assessment-center capabilities are most useful for structured, higher-volume programs and may be more than occasional hiring teams require.

5. Thomas International

Thomas International has built psychometric tools for more than 40 years. Its Thomas Assess platform packages short assessments covering behavior, aptitude, personality, and emotional intelligence. Reports are written so hiring managers can act on them without psychometric training.

Key features

• PPA behavioral assessment: A DISC-based profile of how a person tends to behave at work.
• GIA aptitude test: Measures problem-solving and learning speed in under 10 minutes.
• HPTI and TEIQue: Deeper personality and emotional intelligence questionnaires for leadership and development use.

Best for: Small and mid-sized businesses that use the same assessments for hiring and team development.

Why choose it over Test Partnership?

If you want behavioral profiles that carry over from hiring into onboarding and development.

Things to consider: Thomas International focuses heavily on behavior, aptitude, personality, and development rather than practical job simulations or technical skills testing.

6. Wonderlic

Wonderlic has been a fixture of US cognitive testing for decades. Its Wonderlic Select assessment measures cognitive ability, motivation, and personality, then blends the results into one overall score. Recruiters see each candidate rated strong, moderate, cautionary, or weak against the job profile.

Key features

• Cognitive ability test: A timed, 50-question problem-solving test that takes 12 minutes.
• Motivation and personality assessments: These show the kind of work a candidate prefers and how they tend to behave on the job.
• On-demand video interviews: Structured interviews help keep evaluation consistent from one candidate to the next.

Best for: Teams that want one easy-to-compare score per candidate.

Why choose it over Test Partnership?

If a quick, single-score ranking backed by a long-established cognitive test suits your process.

Things to consider: Its simplified overall scoring is easy to compare, but teams that want detailed skill-by-skill evidence may prefer a platform with more granular assessment reporting.

7. Clevry

Clevry's assessment roots go back to Criterion, founded in 1991 by Richard Hunter, who co-built SHL's OPQ. Its platform runs assessment campaigns that combine personality, ability, and situational judgment tests in one process. Candidate matching scores then show how closely each person fits the role.

Key features

• Configurable personality questionnaires: Recruiters choose from 46 attributes covering interpersonal style, thinking, motivation, and culture fit.
• Ability tests at three levels: Verbal, numerical, checking, and mechanical reasoning tests are built for professional, mid-level, and blue-collar roles.
• Recorded video interviews: Candidates pre-record answers to your questions inside the same platform.

Best for: Mid-sized teams that want BPS-accredited psychometrics with role-matching scores.

Why choose it over Test Partnership?

If you want to set an ideal personality profile for each role and score every candidate against it.

Things to consider: Clevry is strongest for psychometric profiling and role matching, with less emphasis on practical technical or job-simulation assessments.

8. Arctic Shores

Arctic Shores replaces question-based tests with short interactive tasks. As candidates work through them, the platform records thousands of behavioral data points. Results are framed around personality, workplace intelligence, and learning agility.

Key features

• Task-based assessment: Most tasks have no right or wrong answer, which makes them hard to complete with an AI tool.
• Behavioral profiling: The platform maps a wide range of traits against the needs of each role.
• Candidate feedback reports: Every candidate receives a personalized report after finishing the assessment.

Best for: Early-careers and volume hiring where resumes say little and AI-written answers are a concern.

Why choose it over Test Partnership?

If you want a question-free format that measures behavior directly.

Things to consider: Its task-based format is quite different from conventional aptitude testing, so teams should check that the assessment approach fits the roles they hire for and the type of evidence hiring managers expect.

Questions to ask before you replace Test Partnership

Test Partnership sets a high bar on psychometric quality. Your replacement should match it and still close the gaps that sent you looking. Put these questions to every vendor on your shortlist.

• Are the cognitive and personality tests validated? Ask for reliability data, norm group details, and any adverse impact research.
• What can you test beyond ability? Check for coding challenges, recorded video questions, and role-specific skills tests if your hiring mix needs them.
• Which features cost extra? Confirm whether ATS integration, branding, and proctoring come as standard or as paid add-ons.
• How does it catch AI-assisted answers? Look for layered controls, such as webcam snapshots, screen monitoring, tab tracking, and copy-paste blocking.
• Can every candidate take it comfortably? Check mobile support, extra-time settings, and screen-reader compatibility.

FAQ

Why do recruiters look for Test Partnership alternatives?

The usual triggers are technical hiring, video screening, and pricing. Test Partnership focuses on aptitude and behavioral tests and quotes each account individually. Teams that need coding tests, recorded interviews, or upfront pricing often look elsewhere.

Does Test Partnership offer coding tests or video interviews?

Neither appears in its published assessment list. Its catalog covers reasoning, personality, situational judgment, emotional intelligence, and MS Office skills. TestTrick offers coding challenges and one-way video interviews in the same assessment as its psychometric tests.

Is there a Test Partnership alternative with transparent pricing?

Yes. TestTrick publishes its plans, starting at $35/month billed yearly for 600 candidate credits. Every plan includes the full feature set, proctoring included.

Which alternative works best for graduate and early-careers hiring?

TestTrick works well when you want aptitude, personality, and a short video answer from every applicant in one step. Sova and Arctic Shores are worth a look if your scheme ends in a virtual assessment center or you prefer a task-based format.

Can I run personality and skills tests in one assessment?

Yes, on an all-in-one platform. In TestTrick, you add a personality test, a cognitive test, and a skills test to one assessment. Candidates complete them in a single session, and results land in one report.

Making the switch from Test Partnership

Test Partnership does one job well. It tells you how capable a candidate is likely to be.

Most hiring teams need more from the first screen, though. They want to see real skills, hear how a candidate communicates, and trust that the result wasn't AI-assisted. Getting all of that from a psychometric vendor usually means adding more tools.

TestTrick brings those checks into one assessment. Start a free trial at testtrick.com, build an assessment for a live role, and compare the reports with what you get today.