The uxerhub alternative to TestGorilla, for product roles
By Sergio Gualda · 6 min read · Updated
TestGorilla is a general talent assessment platform: its own site lists 350+ skills tests, AI interviews, job simulations and resume scoring, covering hiring across an entire organisation. uxerhub does one thing. It shows which candidates for six product roles fit the job and the team you describe. If you hire across many functions, TestGorilla is the right shape. If your problem is choosing between four product designers for one role, a broad library gives you a score that stays the same whatever the job needs.
What TestGorilla does better
Breadth, by a wide margin. TestGorilla's library spans 350+ tests across programming, cognitive ability, personality, language and role-specific skills. If you're the only person doing talent at a company that hires salespeople, support agents, accountants and two engineers a year, one platform that covers all of it is worth more than an instrument that covers one function well.
It also does things we don't do at all: AI video interviews, resume scoring and sourcing. Those are separate problems from ours, and if you want them solved in one place, that's a point for TestGorilla.
And it's a mature product with a large customer base, which matters more than founders like to admit. Procurement, security review, ATS integrations and support are settled at TestGorilla and still being built here.
Side by side
Everything in the TestGorilla column comes from their own public site. Where they don’t publish something, the table says so instead of guessing.
| TestGorilla | uxerhub | |
|---|---|---|
| Scope | 350+ tests covering hiring across an entire organisation | Six product roles: product designer, product manager, UX researcher, design engineer, front-end engineer and UX writer. Nothing else. |
| What produces the score | The test you pick. Two companies running the same test on the same candidate get the same result. | The role you describe. You say what the job can't do without, and the report is read against it, so the same candidate can read differently for two different jobs. |
| What is measured | Skills, knowledge, cognitive ability, personality and simulated tasks, depending on which tests you assemble | Judgment under changing constraints: how someone decides when the brief is unclear and the plan changes. Twelve written situations from the real work of the role. |
| Time on the candidate | Depends on how many tests you stack into one assessment | One assessment, about fifteen minutes, no countdown |
| Pricing shape | Subscription tiers; the site directs you to a pricing page or a demo | First candidate free, then credit packs that never expire. No subscription or seat count, and you don't need a demo. |
| Scoring | AI features across interviews, scoring and screening | The same standard for every candidate, read against the role you describe. The report is ready the second they submit. |
Which one you should pick
Choose TestGorilla if
- You hire across many functions and want one platform for all of them.
- You want video interviews, resume screening or sourcing in the same tool.
- You're screening high volumes and need to cut a large pool fast.
- You need an established vendor with ATS integrations and a security review already done.
Choose uxerhub if
- Your open roles are product roles, and the shortlist decision is hard.
- Two people on your team disagree about what this particular job needs, and you want the result read against what you decide.
- You care more about how someone decides than about what they can recall.
- You want to try it on one candidate from your pipeline without a subscription or a call.
The difference that matters
A test library answers one question: how good is this candidate at X? That's the right question when X is a skill with a correct answer, like SQL, Excel, a programming language or a spoken one.
For a product designer it's the wrong question, because there is no X. The strongest product designer you've worked with was strong at something in particular: cutting scope under a deadline, holding a line on accessibility, or reading research without bending it toward what the brief wanted. Those are different people, and they're all excellent. Which one you should hire depends entirely on what this job needs.
That's why uxerhub asks you to describe the role first and name the capabilities it can't do without. The candidate answers the same twelve situations either way. What changes is how those answers read against your role: the report shows how well each candidate fits it, where they differ, and what to ask them, rather than a score about the person.
What we don't claim
Ask every vendor what their assessment has been validated against, and how. Ours is built on situational judgment, a format with a long research record in selection, and it reads every candidate against the team you described instead of a general norm. That's the claim, and it's one you can check on your own shortlist.
We also don't cover backend, data or infrastructure roles, and we aren't going to. Our advantage is depth in a narrow band. A wider catalogue would turn us into another library, competing with TestGorilla on the ground where TestGorilla wins.
Frequently asked
- Can uxerhub replace TestGorilla entirely?
- Only if every role you hire for is one of the six product roles we cover. For most companies that isn't the case, so uxerhub sits alongside a broad platform rather than replacing it. You use the library for the rest of the company and uxerhub for the product roles where the shortlist decision is hard.
- Does TestGorilla have situational judgment tests?
- TestGorilla's library includes situational and personality-style assessments among its categories. What differs is the reference point. A library test scores the same way for every buyer, while uxerhub reads the same twelve situations against the capabilities you said this role can't do without.
- How much does uxerhub cost compared to TestGorilla?
- TestGorilla doesn't publish rates on its homepage and routes you to a pricing page or a demo. uxerhub publishes its full pricing: the first candidate is free, then credit packs at $89 for 5 candidates, $290 for 20 and $690 for 60. Credits never expire, there's no subscription, and candidates never pay.
- Do candidates have to sit both?
- A candidate sits the uxerhub assessment once. If a second company asks them for it, it isn't repeated; the existing result is used. That's a limit we set on how much of a candidate's unpaid time this industry is entitled to.