TestGorilla

Company overview

TestGorilla B.V., founded in 2019 by Wouter Durville and Otto Verhage and headquartered in Amsterdam, Netherlands, sells a cloud-based pre-employment assessment platform built around a large test library and skills-based hiring methodology. It has raised roughly $80M+ from investors including Atomico and Balderton. Beyond its core test library, the product now layers AI features on top of human-validated content: AI job/assessment building, resume scoring, candidate sourcing across its tested-talent pool, and AI video interviews (one-way and conversational) launched in October 2025. Test content and scoring rubrics are developed by an in-house Science and IP team that includes PhDs in industrial-organizational psychology and psychometrics.

Regulatory exposure

As an Amsterdam-based provider whose AI scores and ranks job candidates, TestGorilla is squarely exposed to the EU AI Act's high-risk employment regime (Annex III) and, when its AI scoring substantially assists employment decisions for NYC candidates, to NYC Local Law 144's AEDT bias-audit and notice requirements, plus emerging Illinois and Colorado AI rules. TestGorilla publicly states it is 'actively preparing for evolving frameworks like the EU AI Act' and aligns its assessment science with the EEOC's Uniform Guidelines (UGESP), the SIOP Principles, and the AERA/APA Standards. However, it publishes no Article 11-style technical/system documentation, no FRIA or deployer guidance, and crucially no independent third-party bias audit — its fairness claims rest on internal adverse-impact testing benchmarked against human reviewers rather than a publicly downloadable NYC LL 144 audit.

Path to a higher score

The single highest-leverage move is commissioning and publicly posting an independent, third-party bias audit (e.g., a NYC LL 144 audit by BABL AI, Holistic AI, Warden AI, or DCI) with auditor name, date, and intersectional results — replacing self-attested internal testing. Next, publish AI system/model cards and an explainability statement for resume scoring and AI video interviews (Article 11 / Annex IV style), pursue ISO 42001, and add an EU AI Act deployer-obligation/FRIA guidance pack and explicit NYC LL 144 customer guidance to the Trust Center. Surfacing a public model-update changelog and a vulnerability-disclosure/security contact alongside the existing status page would round out post-market monitoring.