01 Key Takeaways
A simulated conversation
is not a simulated job.
| Comparison | TestGorilla | TaTiO |
|---|---|---|
| What candidates do | Speak live, on camera, to an AI playing a customer or colleague | Work through a realistic day in the life of the actual role |
| Scenarios available | Five at launch, focused mainly on office and conversational roles | Built specifically for each client and each role |
| Custom scenarios | Not currently available; listed on the roadmap | Standard. Every simulation is custom-built |
| Roles it fits | Office roles where the work is primarily a conversation | Any role, including frontline and hourly work that is not conversational |
| What gets measured | What the candidate says within a scripted scene | 150+ behavioral data points including speed, accuracy, safety, communication and attention |
| Basis for comparison | A general candidate pool, expressed as an overall percentile | The client's own top performers, through a role-specific gold standard |
| Scoring | AI rates each criterion from 0 to 5 with written reasoning; recruiters can override | Performance measured against a benchmark calibrated to the client's successful hires |
| Format | 20 to 25 minutes, webcam required, one simulation per assessment | 3 to 7 minutes, mobile, no download, no camera |
In one line TestGorilla can simulate a conversation for five roles. TaTiO simulates the specific job being filled.
02 The deep dive
Conversation or
real work?
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01Role relevance
A fixed catalog vs. a role-specific build
The TestGorilla approachTestGorilla's launch library contains five simulations. For roles such as CNC operator, CNA, forklift driver, line cook, warehouse picker or field technician, no available scenario resembles the work. Until custom simulations are introduced, employers must choose the closest generic scene, returning the assessment to measuring a proxy rather than the job itself.
The TaTiO approachEvery TaTiO simulation is built for a specific role at a specific company. It reflects the client's workflow, equipment, customers, edge cases and branding, then reaches candidates through a job link, SMS or social ad. The simulation is authored around the role being filled rather than selected from a catalog.
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02Performance evidence
Conversation vs. task performance
The TestGorilla approachA TestGorilla job simulation has one core shape: the candidate speaks and an AI responds. That can suit roles where the work itself is a conversation, but it cannot show whether someone flags a mislabeled pallet, follows a machine lockout process, catches an incorrect dosage or sequences competing tasks accurately under pressure.
The TaTiO approachTaTiO simulates the tasks themselves. Candidates make the decisions the role requires, in sequence and under realistic time pressure, while the platform captures 150+ behavioral data points. Communication is one measured dimension among several, which is why the same approach can serve both a contact center and a distribution center.
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03Candidate experience
Twenty minutes on camera vs. five minutes on mobile
The TestGorilla approachTestGorilla's format takes 20 to 25 minutes, requires a webcam and is completed live in addition to any other tests. That may be reasonable for a salaried candidate deep in a process, but it is a meaningful barrier for an hourly candidate applying on a phone during a break. The format also records characteristics such as tone, accent and appearance, even if those are excluded from scoring.
The TaTiO approachTaTiO takes three to seven minutes, works on mobile and requires no download or camera. Tone, accent and appearance are never captured. The experience feels like a preview of the work, and TaTiO simulations see completion rates of 55 to 87%, compared with roughly 8% on standard application forms.
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04Predictive validity
A general percentile vs. client calibration
The TestGorilla approachTestGorilla provides an AI score from 0 to 5 per criterion and an overall percentile against a general candidate pool. The written reasoning and recruiter override are useful, but the reference point remains candidates at large, evaluated against a category-level rubric rather than the people succeeding in the employer's specific role.
The TaTiO approachTaTiO calibrates each simulation against a gold standard built from the client's own successful hires. Award Staffing recorded a 74.2% completion rate, roughly one-third fewer candidates requiring manual screening and approximately 33% more placements after replacing a multiple-choice test with TaTiO. The Lee Group also recorded fewer workplace injuries after adopting TaTiO's interactive safety simulation.
Performance evidence
03 The TaTiO advantage
See how they perform
in the actual job.
TestGorilla's job simulations are a genuine step beyond questionnaires for conversational office roles. Their current scope, however, is five fixed scenarios in a single on-camera format, scored against a general population.
TaTiO starts with the specific role and company. It measures the work itself through real decisions under realistic conditions, then calibrates the result against people already succeeding in that job.
The result is a faster candidate experience, a larger qualified funnel and stronger evidence for every hiring decision.
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