Screening · Criteria Corp pricing
Criteria Corp pricing and Criteria pricing plans for Assess, Interview and Hire
Criteria Corp does not publish a price. Its plans and pricing page lists three plans, Criteria Assess, Criteria Interview and Criteria Hire, each with an AI upgrade and a set of add-ons, and ends every card with a request for your goals and headcount. There is no dollar figure anywhere on the page, and the old /pricing address returns a 404.
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The useful part is somewhere most buyers never read. Criteria's terms of use, effective July 23, 2026, state that the service "is priced using algorithms that estimate usage based on tests used, positions, hiring, and Customer's count of Employees", and that if your testing "exceeds usage expectations for its service level pricing tier", Criteria may charge additional fees. Orders are non-cancellable and fees are not refundable. That is a usage-priced product sold as a prepaid subscription.
For a US employer, that changes what you negotiate. The seat count barely matters. What sets the bill is how many candidates you send a test to, so the cheapest Criteria contract is the one where fewer people need testing in the first place.
Criteria Corp quote sheet
What Criteria publishes, and what its terms add
- List price on Criteria's site
- None. Assess, Interview and Hire are quoted
- How the price is built
- Tests used, positions, hiring and employee count
- Testing past your tier
- Additional fees may be charged
- Cancellation
- Orders non-cancellable, fees not refundable
- Trial
- 14 days, no more than 20 tests
- Vendr median, third-party
- $13,225 a year
- Prescreener Starter, yearly
- $99 a month, published
Why it works
What screening before you test does to an assessment bill
A rate on the page, not an algorithm
Prescreener publishes $199, $499 and $1,290 a month as standing rates. You can price the screening step before a call, and the price does not move because a requisition drew more applicants than a usage estimate predicted.
Fewer candidates to test
Criteria prices on tests used. Ranking the inbound pile first means assessments go to the 40 applicants who cleared your criteria, not the 600 who applied, which is the lever that actually shrinks a usage-priced contract.
Nothing asked of the applicant
Every step between applying and being considered loses candidates, and the strongest ones leave first. Screening reads the resume a candidate already sent, so the test becomes a second step for a short list rather than a hurdle for everyone.
What it handles
Parsed, scored and ranked on autopilot
Prescreener reads every inbound resume, applies your knockout and eligibility criteria, asks the screening questions you set, scores role-fit against consistent criteria, and ranks the applicant pile so your recruiters review the top matches first.
- Reads 100 percent of inbound resumes before anyone is sent a test
- Applies your knockout and eligibility rules identically to every applicant
- Ranks the pile with written evidence behind each placement
- Cuts how many assessments a usage-priced contract has to cover
- Runs alongside Criteria through your ATS, not instead of it
- Published monthly pricing on every tier, no quote required
- Never auto-rejects: it ranks and flags, and a recruiter decides
- Impact ratio reports for your EEOC and NYC Local Law 144 audit work
Why Prescreener
One step that screens the whole inbound pile
Not a full ATS, not a six-figure assessment suite, and not a staffing agency. Parse, score, rank and hand off in one place, shaped to the criteria you already hire on.
Reads every resume
Prescreener parses every inbound application, applies your knockout and eligibility criteria, and asks the screening questions you set. Applicants consent and are told AI is screening their application, so no qualified person sits in a backlog for days.
Scores role-fit consistently
Every applicant is scored against the same criteria, with a transparent reason on each candidate, so the pile is compared consistently and the scoring comes with impact ratio reports for your EEOC and NYC Local Law 144 audit work.
Ranks the pile
The strongest matches rise to the top of a ranked pile your recruiters review first. Prescreener never auto-rejects, it ranks and flags candidates for review, and your team makes every decision.
In depth
Criteria Corp pricing, plan by plan and clause by clause
How much does Criteria Corp cost?
Criteria Corp does not publish a price for any plan. Read on September 18, 2026, criteriacorp.com/plans-and-pricing shows Criteria Assess, Criteria Interview and Criteria Hire with feature lists and a request to "talk to our team for pricing built around your headcount". The only published figures are third-party: Vendr reports a median of $13,225 a year across the Criteria purchases it tracks.
Vendr's page gives a low of $9,580 and a high of $19,200 for its median band, says annual Criteria contracts commonly fall between $5,000 and $75,000, and puts smaller teams testing 100 to 500 candidates a year in the $5,000 to $15,000 range. Those are Vendr's numbers from buyer data, not Criteria's, and we flag them that way everywhere on this page. They are still the best planning anchor available, and they line up with the structure Criteria itself describes.
Other figures circulate and are weaker. A "$1,200 annually" figure appears in search snippets attributed to a software directory whose page we could not load. G2's snippet mentions editions "starting at $0", GetApp lists a free plan, and Capterra says "contact vendor for pricing". Three directories, three different answers, and none of them from Criteria. Criteria's own site has no free plan, only a trial, so treat any $0 figure as a trial being mislabelled.
One practical note before you search further: criteria.com is not Criteria Corp. It redirects to a Spanish investment holding company. The vendor lives at criteriacorp.com, and the legacy platform name HireSelect survives in its customer login address and in its legal terms, which describe features "formerly known as HireSelect". If you are replacing it rather than renewing, our HireSelect alternative page compares the options.
| Source | What it says about Criteria Corp cost | How far to trust it |
|---|---|---|
| Criteria plans and pricing page | No rate. Pricing "built around your headcount" | Authoritative, and says nothing |
| Criteria terms of use | Priced on tests used, positions, hiring and employee count, with overage fees | Authoritative, and the most useful source |
| Vendr | Median $13,225 per year, band $9,580 to $19,200 | Third-party buyer data, the best available anchor |
| Vendr | Contracts commonly $5,000 to $75,000 per year | Third-party range, wide by design |
| Capterra | Contact vendor for pricing | Accurate, not useful |
| G2, GetApp snippets | "Starting at $0", "Free plan" | Contradicted by Criteria, which offers a trial and no free plan |
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What are the Criteria Corp plans?
Criteria sells three plans on one platform: Criteria Assess for testing, Criteria Interview for video interviewing, and Criteria Hire, which combines both. Each has an AI upgrade sold as a separate tier, and add-ons including AI Proctoring, AI Features, the AI Interview Agent, Criteria Develop and Premium Integrations are priced on top.
Criteria Assess is the core product most buyers mean when they say Criteria. It includes the full assessment library, cognitive aptitude, personality, emotional intelligence, risk and skills tests, along with TestMaker and its template library, non-AI proctoring, a branded candidate experience, standard ATS integrations and SSO. The named tests are the ones US hiring managers know: the CCAT and UCAT for cognitive aptitude, the EPP for personality, Emotify for emotional intelligence, and skills tests for Excel, Word, typing and ten-key.
Criteria Interview covers asynchronous and live video interviews with transcripts, summaries and insights. Criteria Hire is everything in both. The AI tiers are where the pricing gets harder to read, because each one is described as a different bundle: Criteria AI Assess adds AI proctoring analysis, Criteria AI Interview adds further AI features plus the AI Interview Agent, and Criteria AI Hire includes all AI features.
Check one item before you sign. The pricing page lists the AI Interview Agent as an upgrade you can buy, while Criteria's own interview product page labels the same agent "Coming Soon". If the agent is part of why you are buying the AI Interview tier, ask for its availability date in the order form rather than on a demo call.
| Plan | What it includes | AI tier | Published price |
|---|---|---|---|
| Criteria Assess | All assessments, TestMaker, non-AI proctoring, branded experience, standard ATS integrations, SSO and MFA | Criteria AI Assess adds AI proctoring analysis | None |
| Criteria Interview | Async and real-time video interviews with transcripts, summaries and insights | Criteria AI Interview adds AI features and the AI Interview Agent | None |
| Criteria Hire | Everything in Assess and Interview | Criteria AI Hire includes all AI features | None |
| Add-ons | AI Proctoring, AI Features, AI Interview Agent, Criteria Develop, Premium Integrations | Sold separately | None |
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How is Criteria Corp priced?
Criteria Corp is priced on estimated usage. Its terms of use say the service is priced "using algorithms that estimate usage based on tests used, positions, hiring, and Customer's count of Employees", and that Criteria may charge additional fees if your testing exceeds the expectations of your pricing tier. Fees are due before the term starts, and orders are non-cancellable.
Read those clauses together and the commercial shape is clear. You prepay for a tier sized to how much testing Criteria expects you to do. If a hiring push sends tests to more candidates than the estimate assumed, the overage clause applies. If you test fewer, the prepaid fee is not refundable "under any circumstances", in the terms' own words. The risk sits on your side in both directions, which is normal for a prepaid subscription and worth pricing honestly.
The quote form tells you which numbers feed the algorithm. Alongside company size in bands from 1 to 50 up to 1,001 or more, it asks for your anticipated hires in the next year and your estimated number of applicants tested. That second field is the one that matters. It is also the one you control, because the number of applicants you test is a decision, not a fact about your market.
This is where the purchase order and the hiring process meet. A team that sends the CCAT to every applicant for a customer service role drawing 500 applications is buying 500 tests. A team that ranks the pile first and tests the 50 who met the knockouts is buying 50. The assessment is exactly as useful in both cases. Applicant eligibility screening software does that first cut on the resume the candidate already sent, and on a usage-priced contract it pays for itself in tests not sent.
| Term | What Criteria publishes | What it means for your budget |
|---|---|---|
| Pricing basis | Tests used, positions, hiring and employee count | Usage drives the price more than seats do |
| Overage | Additional fees if testing exceeds your tier | A hiring surge can cost more mid-term |
| Payment timing | Fees due on or before the start of the term | Prepaid, so the full year lands up front |
| Cancellation | All orders are non-cancellable | No exit if the product disappoints |
| Refunds | Not refundable under any circumstances | Unused tests are not credited back |
| Quote inputs | Employee band, hires next year, applicants tested | Applicants tested is the number you can lower |
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Does Criteria Corp have a free trial?
Yes. Criteria offers a 14-day free trial for employers, with access to the assessments, score reports, interviewing tools and development resources. Its terms cap a trial at 20 tests, allow one trial per organization, and forbid using it on real job applicants, so the trial shows you the product rather than testing it on a live requisition.
That last restriction is the one to plan around. You can take the tests yourself, send them to colleagues and read the score reports, but you cannot run your current open role through Criteria during the trial and compare its picks with the candidates you actually hired. Any predictive-validity claim you want to check has to be checked in a paid term, which is non-cancellable. Ask for a pilot clause in the order form if a real-world check matters to you.
Criteria does publish a strong compliance posture, which a US buyer should weigh in its favor. Its security page states ISO 27001:2022 and ISO 42001:2023 certification and SOC 2 Type II compliance, and Criteria says it was among the first 100 organizations to receive ISO 42001, the AI management standard. It also states more than 4,000 customer organizations across 60 countries.
| Trial term | What Criteria states |
|---|---|
| Length | 14 days |
| Test cap | No more than 20 tests |
| Real applicants | Not permitted during the trial |
| Trials per organization | One |
| Who can sign up | Employers only, business email required |
| Free plan after the trial | None published |
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Does Criteria Corp screen resumes?
No. Criteria Corp does not parse, score or rank resumes. Its products evaluate what a candidate completes, an assessment or a video interview, and its own marketing argues against resumes, with a homepage line that "resumes and gut-based interviews don't cut it anymore". The resume review step stays with your ATS and your recruiters.
That is a coherent position, and it creates a gap buyers often do not notice until the invoice. Criteria measures the people you invite, so something has to decide who gets invited. In most teams that something is a recruiter skimming, or an ATS knockout question, or nothing at all, in which case everyone gets the test and the usage clause does the rest.
The two products fit together cleanly. Screening reads every inbound resume against the criteria you write, ranks the pile with a reason under each candidate, and leaves you with a shortlist. Criteria then tests the shortlist for aptitude and personality, which is what it is built and validated to do. Criteria lists 66 integration partners on its site, including Greenhouse, Workday, iCIMS, Lever and SmartRecruiters, so both can hang off the same ATS. If assessment testing is the step you are pricing across vendors, compare this page with TestGorilla pricing, which publishes its rates, read the side-by-side Criteria Corp vs TestGorilla cost breakdown, and Spark Hire pricing for the video interview side.
| Hiring step | Criteria Corp | Prescreener |
|---|---|---|
| Reads every inbound resume | No | Yes, as each application arrives |
| Knockout and eligibility rules | Through your ATS | Yes, applied identically to every applicant |
| Ranks the applicant pile | No, ranks video interviews via Interview Intelligence | Yes, with written evidence per candidate |
| Cognitive and personality testing | Yes, the core product | No, deliberately out of scope |
| Candidate effort required | Completes a test or interview | None beyond applying |
| Published price | None | $199, $499 and $1,290 per month |
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