What TestGorilla does

Remote Work Europe sees the daily pattern of European remote job postings through our Connected job board – the trends this piece describes show up there too.

TestGorilla is a skills-based pre-employment assessment platform. Companies use it to test candidates for the actual skills a role requires – cognitive ability, language proficiency, role-specific competency, personality fit – rather than screening on CVs and credentials alone. The pitch to employers is faster screening, fewer biased decisions, and more diverse shortlists. The pitch to candidates is simpler: if you can do the work, an assessment lets you show it, even when your background doesn’t fit the conventional template.

Founded in 2020 and headquartered in Amsterdam, TestGorilla has built a library of several hundred assessments – more than 400 by their own count – covering everything from software engineering to customer support to leadership. They’ve raised roughly US$80 million in venture funding, with a Series A led by Atomico and Balderton Capital. That skills-over-credentials thesis is directly relevant to a lot of remote workers, many of whom built their careers on demonstrated ability rather than a tidy CV narrative.

Remote culture: what it’s actually like

TestGorilla has been fully remote since founding, with no requirement to be in an office. The team – around 330 people as of mid-2026 – works across many countries, anchored by the Dutch base. Written communication and documentation carry the operating load, as they have to in a distributed company at this size.

They also use their own product to hire, so every applicant goes through TestGorilla assessments. That’s a genuine point of alignment between what they sell and how they work, and it means your first real work sample is the assessment battery you take when you apply.

The honest assessment: this is a venture-backed SaaS company that has grown quickly, and that comes with the usual trade-offs. Priorities and structure can shift as the business chases growth and revenue targets, so roles and teams sometimes look different a year on. There’s a commercial, sales-driven edge to parts of the organisation that suits some people and not others. And being assessed rather than interviewed in the traditional sense is a real adjustment – some candidates find it fairer and less nerve-wracking, others find the battery of tests up front more intense than a conversation. Hiring volume has also cooled from the earlier hypergrowth phase, so open roles can be sparse at any given moment.

Hiring in Europe: the details

Countries: TestGorilla hires remotely across many countries, with a strong European weighting from the Amsterdam base. They describe serving customers in 40+ countries; hiring is broad rather than tied to a single location.

Employment model: A mix of direct employment and contractor or employer-of-record arrangements depending on where you’re based – standard for a Netherlands-headquartered company hiring across borders. Confirm the specifics for your country during the process.

Timezone expectations: Flexible for most roles, with a natural European centre of gravity from the Dutch HQ. Some positions note a preference for overlap with core European hours.

Salary approach: Competitive for the market. TestGorilla does not publish standardised public salary bands, so treat compensation as a direct conversation during hiring.

Language requirements: English is the working language.

Who they’re looking for

TestGorilla hires across:

  • Software engineering (Python, TypeScript, React)
  • Product management and design
  • Sales and account management
  • Customer success and support
  • Marketing and content
  • Organisational psychology (they employ actual psychologists to build the assessments)
  • People operations and HR

Given the mission, they favour people who can articulate why skills-based hiring matters – not just as an idea, but practically. If you’ve ever been passed over for a role you could clearly have done because your CV didn’t fit the template, that experience, told well, is exactly the kind of insight they hire for.

What current and former employees say

The positives centre on the mission and the remote setup. People who care about fairer hiring tend to find the work genuinely meaningful, and the fully distributed, async-friendly structure is well established rather than bolted on. Using the product to hire earns them credibility with the people they employ.

The cons track the hypergrowth story. Some describe the pace and priorities as changeable, with the reorganisations and shifting targets that come with fast venture-backed scaling. The commercial, target-driven culture in parts of the company won’t suit everyone. And as with any company past its earliest phase, the scrappy startup feel has given way to more process. Go in understanding it’s a scaling SaaS business, not a small calm one.

How to apply

Specific tips: Because TestGorilla hires through its own platform, treat the assessment as the real first round it is – it’s how they form an early picture of how you think and work, not just a filter. Take their free assessments beforehand so you know what the candidate experience feels like; that alone will sharpen your application. And engage with their published thinking on skills-based hiring and bias reduction – referencing it specifically shows you’ve thought about the space, not just the job.

See our full guide to Remote-First Companies That Actually Hire in Europe.