Quick Takeaways
- TestTrick combines skills assessments, async video interviews, and proctoring in one platform; Adaface focuses on conversational AI-based testing and does not offer native video interviewing.
- Adaface's credit-based pricing model works well for low-volume hiring but gets expensive fast as candidate volume scales; TestTrick's model is designed for HR teams that need to screen at higher volumes without watching a credit counter.
- Both platforms offer strong anti-cheating tools, but TestTrick's proctoring stack is deeper, covering browser lockdown, dual screen detection, code paste detection, and AI face monitoring.
- If your hiring includes technical roles and early-stage soft skills screening, the gap between these two pre-employment assessment tools matters more than most comparison articles let on.
Introduction
Most hiring teams shortlist TestTrick and Adaface for the same reason: both promise to cut the time spent reviewing candidates who shouldn't have made it past the first screen. That's a reasonable starting point. But these assessment platforms are built quite differently, and choosing the wrong one will cost you either money, missing features, or both.
Adaface made its name with a conversational AI chatbot that turns assessments into chat interactions instead of sterile question forms. TestTrick covers more of the hiring funnel: skills tests, async video interviews, coding challenges, psychometric tools, and proctoring, all from one platform.
This article runs through every feature category that matters: pricing plans, test library depth, video interviewing, anti-cheating, and ATS fit.
TestTrick is an all-in-one pre-employment assessment platform built for skills-based hiring across role types. HR teams can run skills testing, async video interviews, coding challenges, psychometric evaluations, and candidate proctoring from a single dashboard. It holds a 4.9/5 rating on G2, assesses over 50,000 candidates per year, and maintains a 90%+ test completion rate. GDPR compliant, no credit card required. Adaface approaches assessment differently. Its core product is a conversational AI chatbot called Ada, which delivers tests through a chat interface rather than a traditional question-and-answer format. The idea is that candidates find it less test-like and more engaging, producing more accurate results. What Adaface does not have is native async video interviewing, meaning teams that want to evaluate soft skills and communication style alongside technical ability need a second tool.
Adaface is popular among technical recruiting teams screening developers, data scientists, and IT roles. TestTrick serves a wider use case: HR teams managing generalist, technical, and specialist hiring simultaneously, including remote hiring where async video and device-agnostic tests mean candidates can complete the full process from anywhere.
Test library and assessment types: TestTrick vs Adaface
Depth and coverage of each assessment library
Both platforms have large libraries. TestTrick offers 400+ pre-built tests across 30+ skill areas, covering cognitive ability, coding challenges, personality, psychometric, sales, marketing, finance, situational judgment, and language skills. Adaface lists 500+ tests and is similarly broad, but historically strongest in programming, IT, and data roles, which is where the platform started.
Both are legitimate pre-employment assessment tools for evaluating job-specific skills. The key difference is depth outside technical roles: TestTrick's assessment library covers more non-technical hiring use cases that most HR teams deal with daily.
Cognitive ability and psychometric tests
TestTrick's cognitive ability tests include verbal reasoning, numerical reasoning, logical thinking, abstract reasoning, and attention to detail. On the psychometric test side, it offers MBTI-style assessments, DISC, and Big Five (OCEAN) personality evaluations that measure behavioral traits and personality traits relevant to job fit and team dynamics. Adaface also offers cognitive ability and personality tests, including an OCEAN-based psychometric assessment. Both platforms give you enough to run a full first-round screen that goes beyond technical skills, which matters when candidate fit is as important as candidate skills.
Coding challenges and technical assessments
For technical roles, TestTrick's coding skills assessment tool supports 12+ programming languages and includes live code playback, which lets reviewers watch how a candidate actually worked through a problem rather than just seeing their final output. You also get HTML/CSS simulation for frontend roles, auto-grading, and difficulty controls for junior through senior levels. Adaface has a solid code editor with support for popular programming languages, plus Excel and SQL simulation tests. It does not offer code playback at the same depth as TestTrick's implementation.
For teams hiring developers and wanting to see how a candidate thinks, not just whether they got the right answer, that distinction matters.
Video interviewing: does Adaface offer it?
TestTrick's async video interview capability
TestTrick's one-way video interview software replaces early-round phone screens with a structured async format. You set the questions, candidates record responses on their own time, and your team reviews when it suits them. No scheduling. No coordination overhead. You can configure think time, response time limits, and retake options per question. Responses sit in a shared review panel where team members leave notes, compare candidates side by side, and score manually or with automated rubrics. The platform supports full mobile accessibility, so candidates can complete video interviews from any device, which improves completion rates. Video scores and recordings sync directly to your ATS.
[INSERT SCREENSHOT: TestTrick one-way video interview review feature]
For teams screening high volumes of candidates across sales, customer success, or any role where communication matters, async video removes the biggest scheduling bottleneck in early-stage screening.
Adaface's approach to video and conversational testing
Adaface does not have a native async video interview product. Its differentiator is the conversational AI format of its assessments, where Ada guides candidates through questions in a chat interface rather than a static test form.
That improves candidate experience for skills testing. But it is not a substitute for video evaluations. If you need to evaluate communication style, professionalism, or presence before deciding who gets a live interview, you need a separate tool on top of Adaface to do it.
Proctoring and anti-cheating: TestTrick vs Adaface
TestTrick's proctoring features
TestTrick's anti-cheating software covers more vectors than most platforms in this category: AI face detection, webcam snapshots, full screen recording, tab-switch detection, dual screen detection, code paste detection, copy-paste disabling, question randomization, full-screen mode enforcement, VPN detection, and automated anomaly detection. Browser lockdown mode disables tab switching, restricts keyboard shortcuts, blocks other applications, and runs VPN checks throughout the session. For any team that takes assessment integrity seriously, that's meaningful coverage beyond basic webcam monitoring.
Adaface's anti-cheating features
Adaface's proctoring covers IP proctoring, webcam monitoring, screen capture, tab-switch detection, and AI detection of ChatGPT use through its "Honestly" tool. Its assessment library is built to be non-Googleable by design, which is a real advantage for question integrity.
Adaface does not offer browser lockdown mode, dual screen detection, or code paste detection at the depth TestTrick provides. For most mid-sized hiring teams, Adaface's proctoring features are adequate. For teams in sensitive industries or roles where test integrity directly affects hiring outcomes, TestTrick's additional controls give more coverage.
Pricing plans: TestTrick vs Adaface
TestTrick's pricing plans
TestTrick uses a credit-based system where candidate credits are only consumed when a candidate completes an assessment. Sending invites and creating assessments costs nothing. Every plan includes the full feature set: the full test library, video interviews, coding challenges, AI proctoring, browser lockdown, custom branding, and all ATS integrations. The only difference between tiers is volume.
| Plan | Monthly price | Annual price | Credits/year | Users |
|---|
| Starter | $35/month | $420/year | 600 | 3 |
| Basic | $65/month | $780/year | 1,200 | 5 |
| Business | $75/month | $900/year | 1,800 | 7 |
| Enterprise | Custom | Custom | Custom | Custom |
If you run out of credits mid-cycle, you can top up at $2 per credit without upgrading your plan. A team on the Basic plan ($780/year) can screen up to 1,200 completed assessments across as many roles as they want, with every feature included from day one.
How Adaface's credit-based pricing works
Adaface also uses a credit system, but it works differently. Candidate credits are purchased annually and expire after one year. Accessing a ready-to-use test from the library costs 5 credits (one-time per test). A custom assessment costs 10 credits (one-time). Each candidate invite consumes 1 credit.
The plans, as listed on Adaface's pricing page, are:
| Plan | Annual price | Credits included |
|---|
| Individual | $180 | 12 credits |
| Starter | $500 | 50 credits |
| Pro | $900 | 100 credits |
| Scale | $3,000 | 500 credits |
| Growth | $5,500 | 1,000 credits |
| Enterprise | $20,000 | 5,000 credits |
| Unlimited | $50,000 | Unlimited |
Running a practical example: on the Starter plan ($500/year), if you access one custom assessment (10 credits) and invite 40 candidates (40 credits), you've used all 50 credits and the plan is exhausted. A 100-candidate screen for a single role on the Pro plan costs $900, and that's before opening additional assessments for other roles.
The credit model is transparent. It works reasonably well for teams with steady, predictable hiring volume. It gets expensive quickly for teams that hire in bursts or run multiple roles at once.
Which pricing structure works better for high-volume hiring?
For a team screening 200+ candidates across multiple roles in a quarter, Adaface's credit model becomes a budget planning exercise as much as a hiring exercise.
TestTrick's model is better suited to high-volume recruiting because the cost structure doesn't change as candidate volume increases. You're not penalised for running bigger pipelines. For very low volume hiring, Adaface's entry plans appear cheaper. But the moment you're inviting more than 50 candidates in a year, you're already at the Pro plan or above.
ATS integrations and workflow fit
ATS platforms each tool connects with
TestTrick integrates with Greenhouse, Lever, Workday, Manatal, JazzHR, Teamtailor, JobAdder, and Jobvite. The full list of ATS integrations covers the major Applicant Tracking Systems mid-market and enterprise teams use. Adaface connects with Greenhouse, Lever, Workable, SmartRecruiters, SAP SuccessFactors, Ashby, Hubspot, and Oorwin. Its list is slightly broader for enterprise systems.
For most mid-market teams, both platforms cover the platforms you're likely already using. Workday users are better served by TestTrick. Teams on Ashby or SAP SuccessFactors will find native coverage on Adaface's side that isn't currently on TestTrick's list, so confirm your specific ATS before deciding.
Assessment results, reports, and candidate data flow
TestTrick generates a candidate assessment report for every completed assessment covering skills scores, response accuracy, completion time, proctoring flags, and job readiness indicators. The comprehensive reporting covers the full candidate evaluation: skills scores, video ratings, and proctoring flags together, with benchmarking analytics across your candidate pool. Reports push to the ATS in real time. Adaface produces scorecards with performance breakdowns and industry benchmarks. Both give reviewers enough assessment data to make a shortlisting decision without manual scoring. With Adaface, video review data lives in a separate tool, so the candidate journey across assessment and interview stages isn't unified in the same platform.
TestTrick vs Adaface: which one should you choose?
Choose Adaface if...
- Your hiring is predominantly technical and you're screening engineers, data scientists, or IT professionals
- The conversational AI format fits your candidate experience goals and you want assessments that feel less like tests
- You're hiring at low-to-medium volume across a narrow set of roles where the credit model stays predictable
- You're already on Ashby, SAP SuccessFactors, or Workable and need ATS coverage there
Choose TestTrick if...
- You hire across multiple role types and need both skills testing software and video interviewing from one platform
- Your HR teams manage a mix of technical and non-technical pipelines and need a consistent candidate evaluation process
- You're running higher candidate volumes where Adaface's per-invite credit model would create cost pressure
- Test integrity is a priority and you need browser lockdown, dual screen detection, and code paste detection built in
- You want white-label candidate experience without paying enterprise-tier prices
- You're a founder or people lead who needs one AI-powered skills assessment platform to handle the full screening process without stitching multiple products together
Frequently asked questions
Does Adaface have psychometric and personality assessments?
Yes. Adaface includes a Big Five (OCEAN) personality test and cognitive ability assessments in its library. TestTrick also includes DISC, MBTI-style, and OCEAN assessments that measure personality traits and behavioral traits relevant to job fit, all accessible from the same platform as skills tests and video interviews.
Does Adaface have a video interview feature?
No. Adaface does not offer native async video interviewing. Its conversational AI format is designed to make skills testing feel more engaging, but it doesn't replace video screening for roles where communication style, presence, or soft skills matter. Teams that need both candidate evaluation through assessment and video screening in one platform should look at TestTrick's one-way video interview software. Which platform has stronger anti-cheating controls?
Both platforms have meaningful proctoring features. Adaface covers webcam monitoring, screen capture, tab-switch detection, IP proctoring, and ChatGPT detection. TestTrick covers all of that and adds browser lockdown mode, dual screen detection, code paste detection, full-screen mode enforcement, and AI-based anomaly detection. For most standard hiring, both are adequate. For high-stakes screening where assessment integrity directly affects hiring decisions, TestTrick's stack is more thorough.
Is Adaface's pricing better for small teams?
At very low volumes, yes. The $180 Individual or $500 Starter plans are accessible if you're only inviting a handful of candidates per year. But candidate credits scale with every completed invite, so teams doing more than occasional hiring will hit the Pro or Scale tiers quickly. TestTrick's pricing plans are better suited to teams with consistent or growing volume.
Can both platforms integrate with my ATS?
Both platforms cover the major Applicant Tracking Systems used by mid-market teams. TestTrick connects with Greenhouse, Lever, Workday, Manatal, JazzHR, Teamtailor, JobAdder, and Jobvite. Adaface connects with Greenhouse, Lever, Workable, SmartRecruiters, Ashby, SAP SuccessFactors, and others. Check your specific ATS against both lists before deciding, as there are differences at the edges.
Conclusion
Both platforms do what they claim to do. Adaface has a strong conversational AI testing format and a solid assessment library for technical roles. TestTrick covers more of the hiring funnel in one place: skills assessment, async video, proctoring, and ATS sync, without a credit model that creates budget pressure as volume grows.
The decision mostly comes down to whether you need video, how often you hire, and whether your ATS is on both platforms' integration lists. If you're managing a mixed pipeline or hiring at any real volume, the combination of features TestTrick offers at a predictable price is the stronger fit.