TestGorilla

Connect AI agents to TestGorilla skills assessments. Agents invite applicants to role-specific tests the moment they enter your ATS, pull scored results for side-by-side comparison, and browse the test library to assemble assessments for open roles.

7 actions API key available

TestGorilla website ↗ Platform Documentation ↗ Capability data verified 2026-07-28

An applicant advances to the screening stage in the ATS

List Assessments matches the open role to its configured assessment

List Candidates confirms the applicant has not already been invited to this assessment

Invite Candidate sends the assessment link to the applicant's inbox

List Assessment Candidates polls for the completed score and completion status

The hiring manager gets the score alongside the role's benchmark the moment results land

The hiring manager decides who advances, with scores as evidence rather than verdict

What This Integration Enables

TestGorilla exists to move hiring decisions from resume impressions to measured evidence, and that only works if assessments happen consistently, early, and for everyone. The manual version fails quietly: invites go out late, results sit unread in a dashboard, and the roles with the busiest recruiters skip the step entirely. FlowRunner agents make the assessment stage structural. They invite candidates the moment they advance, pull scored results into the tools where hiring decisions actually happen, and keep the assessment library auditable across open roles. - Invite every advancing applicant to the role's assessment automatically - Pull per-candidate scores and completion status into scorecards and warehouses - Alert hiring managers when candidates complete and clear a threshold - Audit which tests each role's assessment contains across the account - Look up candidate profiles and participation as part of screening workflows Hiring is also where automation earns or loses trust fastest, because every step touches a person who is deciding whether they want to work for you. FlowRunner's approach fits that reality: the agent handles the mechanical layer, mapping roles to assessments, sending invites, collecting scores, while the judgment layer stays visibly human. The [human-in-the-loop](/concepts/human-in-the-loop) gate is not a formality here; it is the difference between a screening process candidates experience as responsive and one they experience as a machine that rejected them. Scores arrive fast, decisions arrive considered, and the audit trail shows which was which.

Without FlowRunner

Assessment invites sent by hand A recruiter copies emails into TestGorilla days after the application, and fast candidates go cold

Scores checked one tab at a time Results live in the TestGorilla dashboard while the hiring conversation happens in Slack and the ATS

Inconsistent screening across roles Whether a candidate gets assessed depends on which recruiter owns the requisition

With FlowRunner

Invites fire the moment candidates advance Every applicant hitting the screening stage gets the role's assessment the same hour

Scores land where decisions happen Results flow into the hiring scorecard and the manager's channel automatically

Every role screens the same way The assessment step is part of the pipeline, not a recruiter's personal habit

Use Case Scenarios

Screening that keeps pace with the applicant

A candidate moves to the assessment stage in [Greenhouse](/integrations/greenhouse). The agent maps the requisition to its assessment via List Assessments, verifies with List Candidates that no invitation exists, and calls Invite Candidate. TestGorilla emails the link. The candidate who applied at lunch is testing by dinner, and the recruiter never touched a copy-paste step. When the completion shows up, the agent posts the score to the recruiter's channel in [Slack](/integrations/slack) with the candidate's name and the role benchmark.

A hiring scorecard that fills itself in

For each active assessment, a nightly agent calls List Assessment Candidates and writes score and completion status per candidate to [Google Sheets](/integrations/google-sheets). The talent team opens one sheet and sees every candidate for the analytics role side by side: cognitive score, SQL test, culture-add, completion date. Candidates who have not finished within five days get a gentle nudge queued for recruiter approval. The comparison that used to require exporting from a dashboard is just there, current every morning.

Auditing the assessment library before the hiring push

Ahead of a quarter with six open roles, an agent walks the account with List Assessments and Get Assessment, listing which tests and custom questions each role's assessment contains, then cross-references List Tests for newer library options. The output is a review document for the head of talent: two roles share an outdated cognitive test, one assessment has no role-specific skills test at all. The team fixes the gaps before candidates start flowing, not after a quarter of screening on the wrong instrument.

Human-in-Loop Highlight

Invite Candidate is the action that reaches a real person's inbox in your company's name and starts a clock they can feel. An assessment invitation tells a candidate how you hire: send it for the wrong role, send it twice, or send a three-hour battery to a senior candidate you are trying to court, and the damage is to your funnel, not a database row. So while routine invites run on the approved role-to-assessment mapping, anything off the map stops for a person: a new requisition with no configured assessment, a candidate flagged as a referral from an executive, or a mapping changed mid-pipeline. The recruiter sees "Priya Raman advanced for Senior Data Engineer, but this requisition's assessment was changed yesterday. Invite under the new assessment?" and makes the call. The scores inform decisions; they never make them. Advancing or rejecting a human being stays a human act, with the assessment as one input.

Agent processes routinely

Detects exception requiring judgment

Clear match Continues automatically

Ambiguous Routes to human via preferred channel

Human decides

Agent resumes with decision

Agent Capabilities

7 actions

Assessments

List Assessments Retrieves the assessments in the account with pagination and status filtering. Each assessment bundles up to five tests plus custom questions. The step that maps a role to its screening instrument.
Get Assessment Retrieves one assessment's full configuration, including its tests and custom questions. Used for library audits and to confirm what a candidate is about to be invited into.

Candidates

List Candidates Retrieves candidates, optionally filtered to one assessment. The dedup check before any invitation, and the roster behind completion-nudge sweeps.
Get Candidate Retrieves a single candidate's profile and assessment participation. Used in screening workflows to assemble a candidate's full picture before a review.
Invite Candidate Creates an invitation that emails the candidate a link to take an assessment. The action this page's human gate governs whenever the invite falls outside the approved mapping.

Results

List Assessment Candidates Retrieves candidates and their scored results for a specific assessment, including per-candidate scores and completion status. The core results call behind scorecards, threshold alerts, and side-by-side comparison.

Tests

List Tests Retrieves the library of skills, cognitive, personality, and language tests available for assessments. Used when assembling or auditing what each role actually measures.

Frequently Asked Questions

What can FlowRunner do with TestGorilla?

FlowRunner agents can run List Assessments, Get Assessment, and List Candidates in TestGorilla, plus 4 more actions.

Does connecting TestGorilla to FlowRunner require OAuth?

No. TestGorilla connects to FlowRunner with an API key, no OAuth flow required.

Can TestGorilla trigger a FlowRunner workflow automatically?

TestGorilla doesn't currently expose triggers in FlowRunner. It connects as an action step inside workflows started by another trigger.

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