List of Criteria Assesments Customers
Criteria Corp.
750 N. San Vicente Blvd.,
West Hollywood, 90069, CA,
United States
West Hollywood, 90069, CA,
United States
1 877-909-8378
Professional Services
190
$22M
Since 2010, our global team of researchers has been studying Criteria Assesments customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.
Each quarter our research team identifies companies that have purchased Criteria Assesments for Talent Assessment from public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources, including the customer size, industry, location, implementation status, partner involvement, LOB Key Stakeholders and related IT decision-makers contact details.
Companies using Criteria Assesments for Talent Assessment include: Arthur J. Gallagher, a United States based Insurance organisation with 51261 employees and revenues of $10.07 billion, Teladoc Health, a United States based Healthcare organisation with 4620 employees and revenues of $2.57 billion, Schweiger Dermatology Group, a United States based Healthcare organisation with 600 employees and revenues of $100.0 million, G&A Partners, a United States based Professional Services organisation with 500 employees and revenues of $70.0 million, Clean MD, a United States based Professional Services organisation with 400 employees and revenues of $45.0 million and many others.
Contact us if you need a completed and verified list of companies using Criteria Assesments, including the breakdown by industry (21 Verticals), Geography (Region, Country, State, City), Company Size (Revenue, Employees, Asset) and related IT Decision Makers, Key Stakeholders, business and technology executives responsible for the software purchases.
The Criteria Assesments customer wins are being incorporated in our Enterprise Applications Buyer Insight and Technographics Customer Database which has over 100 data fields that detail company usage of software systems and their digital transformation initiatives. Apps Run The World wants to become your No. 1 technographic data source!
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight |
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Armorous | Professional Services | 100 | $10M | United States | Criteria | Criteria Assesments | Talent Assessment | 2019 | n/a |
In 2019, Armorous implemented Criteria Assesments to improve hiring outcomes for security officer roles, using the product as a Talent Assessment tool embedded in the recruiting workflow. The deployment focused on three assessment modules, the Criteria Attention Skills Test CAST, the Employee Personality Profile EPP, and the Workplace Productivity Profile WPP, each configured as pre-interview screens to generate objective scores and support benchmark setting.
The implementation inserted Criteria Assesments before in-person interviews, with candidates completing a simple application, a brief phone screen, and then the internal application together with the three assessments via a candidate link. Scoring and benchmarks were established for each assessment, enabling HR staff to factor test results into hiring decisions and create a repeatable decision gate prior to on-site interviews.
Operational scope centered on HR and Recruiting for a high-volume staffing model that places security officers across events, retail, and manufacturing contracts, the primary business functions impacted were sourcing, screening, and onboarding. The Criteria Assesments configuration emphasized cognitive, personality, and workplace risk profiling, aligning assessment outputs with role requirements and internal performance expectations.
Governance changes included formalizing assessment benchmarks and making test results mandatory for hire decisions, Shannon Benjamin reported that the team adopted a rule of not hiring without test results. Armorous ran an internal study that showed strong correlation between assessment scores and employee performance, employees meeting benchmarks were less likely to be terminated, and according to Shannon’s annual calculation turnover stood at 22 percent compared with staffing industry averages cited around 350 percent per year, with the organization also reporting time and cost savings from reduced turnover.
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Arthur J. Gallagher | Insurance | 51261 | $10.1B | United States | Criteria | Criteria Assesments | Talent Assessment | 2020 | n/a |
In 2020, Arthur J. Gallagher implemented Criteria Assesments as a Talent Assessment at Gallagher Bassett to optimize hiring for Insurance Claims Specialists. Gallagher Bassett, operating as a global business unit within Arthur J. Gallagher, hires roughly 350 new employees per year and deployed the solution across candidate screening and selection workflows to improve role fit for high-volume hiring.
The deployment centered on three assessment modules delivered through Criteria Assesments, Cognify, Emotify, and the Employee Personality Profile EPP. Cognify provided game based cognitive ability measurement covering problem solving, critical thinking, numerical reasoning, and verbal knowledge. Emotify delivered an interactive emotional intelligence assessment that measured perceiving, understanding, and managing emotions for client facing roles, while the EPP assessed behavioral traits to inform role comfort, development, and collaboration.
The implementation was embedded into Talent Acquisition screening, hiring manager decision workflows, and technical training specialist processes, with assessment reports and recommended interview questions used directly in interviews and onboarding. Configuration targeted every role across the business with specific benchmarking and test batteries for the Insurance Claims Specialist role. Candidate facing experience was preserved, with the assessments described as candidate friendly and insightful.
Criteria conducted benchmarking studies with Gallagher Bassett to identify relationships between assessment scores and on the job performance for Insurance Claims Specialists. Those studies informed ongoing hiring governance, enabling Talent Acquisition to apply score based insights in selection decisions and enabling hiring managers and training specialists to use reports for coaching and onboarding. Outcomes explicitly reported by the organization included improved prediction of job performance, greater efficiency for the talent acquisition team, deeper hiring manager insights, and a positive candidate experience.
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ASK | Professional Services | 350 | $40M | United States | Criteria | Criteria Assesments | Talent Assessment | 2019 | n/a |
In 2019, ASK implemented Criteria Assesments in the Talent Assessment category to improve hiring outcomes for its inbound call center. The deployment targeted high-volume recruiting for customer service representatives at ASK, a United States based professional services firm with approximately 350 employees, and was positioned as the primary screening gate in the application intake process using Criteria Assesments.
ASK administered a combination of tests from Criteria Assesments, specifically the Criteria Basic Skills Test CBST to assess job readiness and trainability, the Employee Personality Profile EPP as a general personality inventory, and a Typing Test to measure typing proficiency. These assessment modules were applied to all incoming candidates at the start of the application workflow, and assessment scores were used to prioritize which applicants would be invited to the interview stage, aligning screening and interview triage with observable job relevant capabilities.
Operationally the assessment program was embedded into ASK's recruiting and HR workflow and informed downstream quality control and frontline supervision. The functional coverage included candidate screening, interview prioritization, and ongoing quality monitoring by managers and supervisors who listened to calls. The implementation supported ASK moving to direct hire recruiting, replacing prior reliance on temporary agency staffing for the roles in scope.
Governance was centralized in HR, with the Director of Human Resources leading screening rules and candidate selection based on assessment results, which reduced the number of interviews required per hiring target. ASK applied the testing consistently to all incoming applicants to standardize selection, and hiring managers and quality teams used assessment-informed shortlists to structure interviews and onboarding decisions.
Outcomes reported by ASK are explicit and tied to the assessment rollout. In a 15-week period before testing while using temporary agency sourcing ASK hired 172 people and lost 127, a 74 percent turnover rate for new hires. In the 15-week period after introducing direct hire screened with Criteria Assesments ASK hired 172 people and lost 52, a 30 percent turnover rate, representing a 44 percentage point reduction and a 59 percent reduction in turnover. Interview load fell from an estimated 40 hours per week to 17 hours per week, saving 23 hours weekly and roughly 1,200 hours annually, and managers, quality control staff, and clients reported marked improvements in on-the-job quality.
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Clean MD | Professional Services | 400 | $45M | United States | Criteria | Criteria Assesments | Talent Assessment | 2018 | n/a |
In 2018, Clean MD deployed Criteria Assesments as a Talent Assessment solution to introduce objective screening into its hiring funnel. Clean MD is a commercial cleaning company that operated with a team of approximately 90 people, the majority serving as cleaning technicians with the remainder in administrative, technical, and operations management roles.
The implementation configured Criteria Assesments to act as a mid-stage screen between initial application and interview, administered after an initial phone screen and before in-person or video interviews. Clean MD used a role-specific test matrix within Criteria Assesments, applying the Workplace Productivity Profile integrity test, the Criteria Basic Skills Test for trainability and job readiness, and the Employee Personality Profile for cleaning technicians, while office staff candidates were assessed with the Employee Personality Profile, the Criteria Basic Skills Test, plus typing and computer skills testing.
The deployment was embedded into Clean MD’s hiring workflow so candidates applied online, were phone screened by administrative staff, completed the Criteria Assesments suite remotely, and then advanced to interviews when assessment results met the company’s pass criteria. Operational coverage focused on frontline hiring for cleaning technicians and recruiting for office staff, affecting recruiting, operations management, and managerial oversight workflows, and Clean MD increased reliance on testing for virtual interview periods during the COVID-19 response.
Outcomes reported by Clean MD were explicit and measurable. Turnover fell from 37.7 percent to 22 percent, a 53 percent decrease, overtime hours fell by 31 percent and regular hours fell by 5 percent, and payroll cost savings were reported at about $45,500, improvements the company attributed to higher quality of hire, reduced rework and oversight, and less time spent on repeated hiring cycles.
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G&A Partners | Professional Services | 500 | $70M | United States | Criteria | Criteria Assesments | Talent Assessment | 2019 | n/a |
In 2019, G&A Partners implemented Criteria Assesments as a Talent Assessment application from Criteria to improve hiring insights and candidate evaluation. The deployment was applied company wide across recruiting and hiring workflows, covering roles in HR generalist and advisory functions, client advocacy, strategic HR, accounting, payroll, benefits, IT, sales, marketing, customer support, and recruiting.
The implementation used a portfolio approach to assessment, combining standard modules and custom tests. G&A Partners deployed the Criteria Cognitive Aptitude Test CCAT for problem solving and learning ability, the Employee Personality Profile EPP for behavioral traits, SalesAP for sales role profiling, skills assessments for Microsoft Word and Excel proficiency, Emotify for emotional intelligence, and several custom assessments built with Criteria TestMaker, plus Criteria Talent Insights for ongoing team and communication analytics.
Integrations were a core operational detail, G&A Partners used Criteria’s integration with iCIMS to deliver assessments directly from the applicant tracking workflow. Recruiters send assessment invitations using an iCIMS-linked template, the assessments are completed by candidates with immediate results returned and readable reports available to hiring managers, which keeps recruiter workflow compact and preserves candidate experience.
Governance and process change focused on embedded recruiter templates, standardized candidate communications, and manager adoption of assessment-driven interviewing. Hiring managers used suggested interview questions from personality reports and applied Talent Insights in the post hire setting to guide communication styles and targeted coaching, shifting parts of performance onboarding and team integration to evidence driven practices.
Results stated by the customer include strong adoption by hiring managers and a reported assess to hire ratio above 50 percent, indicating that over half of assessed candidates were ultimately hired. G&A Partners also reported a positive candidate experience driven by clear pre assessment instructions, a simple link for completion, and shorter scheduling cycles due to rapid reporting from Criteria Assesments.
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Insurance | 350 | $33M | United Kingdom | Criteria | Criteria Assesments | Talent Assessment | 2020 | n/a |
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Professional Services | 209 | $30M | United States | Criteria | Criteria Assesments | Talent Assessment | 2018 | n/a |
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Professional Services | 300 | $32M | United States | Criteria | Criteria Assesments | Talent Assessment | 2019 | n/a |
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Professional Services | 30 | $3M | United States | Criteria | Criteria Assesments | Talent Assessment | 2020 | n/a |
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Manufacturing | 100 | $30M | Canada | Criteria | Criteria Assesments | Talent Assessment | 2017 | n/a |
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Buyer Intent: Companies Evaluating Criteria Assesments
ARTW Buyer Intent uncovers actionable customer signals, identifying software buyers actively evaluating Criteria Assesments. Gain ongoing access to real-time prospects and uncover hidden opportunities. Companies Actively Evaluating Criteria Assesments for Talent Assessment include:
- American Civil Liberties Union, a United States based Non Profit organization with 400 Employees
Discover Software Buyers actively Evaluating Enterprise Applications
| Logo | Company | Industry | Employees | Revenue | Country | Evaluated |
|---|---|---|---|---|---|---|
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American Civil Liberties Union | Non Profit | 400 | $45M | United States | 2024-09-04 |
FAQ - APPS RUN THE WORLD Criteria Assesments Coverage
Criteria Assesments is a Talent Assessment solution from Criteria.
Companies worldwide use Criteria Assesments, from small firms to large enterprises across 21+ industries.
Organizations such as Arthur J. Gallagher, Teladoc Health, Schweiger Dermatology Group, G&A Partners and Clean MD are recorded users of
Criteria Assesments for Talent Assessment.
Companies using Criteria Assesments are most concentrated in Insurance, Healthcare and Professional Services, with adoption spanning over 21 industries.
Companies using Criteria Assesments are most concentrated in United States, with adoption tracked across 195 countries worldwide. This global distribution highlights the popularity of Criteria Assesments across Americas, EMEA, and APAC.
Companies using Criteria Assesments range from small businesses with 0-100 employees - 31.25%, to mid-sized firms with 101-1,000 employees - 56.25%, large organizations with 1,001-10,000 employees - 6.25%, and global enterprises with 10,000+ employees - 6.25%.
Customers of Criteria Assesments include firms across all revenue levels — from $0-100M, to $101M-$1B, $1B-$10B, and $10B+ global corporations.
Contact APPS RUN THE WORLD to access the full verified Criteria Assesments customer database with detailed Firmographics such as industry, geography, revenue, and employee breakdowns as well as key decision makers in charge of Talent Assessment.