Slow, manual hiring processes waste valuable time.
If you’re dealing with resume overload and reference checks that take days, you’re searching for a software fix that actually works.
Every day, your best candidates are slipping away while you sift through piles of applications and chase references by hand.
HiPeople flips the script with hiring intelligence that automates candidate assessments, reference checks, and resume screening—backed by deep analytics and fraud detection to make better hires, faster.
In this review, I’ll walk you through how HiPeople helps you hire smarter and faster with their key features, workflows, and integrations.
We’ll go deep on what sets HiPeople apart: their 400+ assessment library, AI-powered automations, quality-of-hire measurement, ATS integrations, a look at pricing, and side-by-side alternatives—all in one HiPeople review to power your comparison.
You’ll get a clear sense of the features you need to confidently decide if HiPeople fits your hiring workflow.
Let’s get started.
Quick Summary
- HiPeople is a hiring intelligence platform that automates candidate assessments, reference checks, and resume screening using AI insights.
- Best for companies seeking to speed up hiring with data-driven candidate evaluations and automated reference checks.
- You’ll appreciate its advanced fraud detection and comprehensive assessment library that improve hiring accuracy and reduce manual work.
- HiPeople offers tiered pricing with free plans available for assessments and reference checks, plus paid plans starting around $60 per month.
HiPeople Overview
HiPeople has been around since 2019 and is based in Berlin, Germany. Their core mission is to bring powerful, data-driven hiring intelligence directly into your everyday recruiting workflow.
I see them working with everyone from startups to established enterprises, particularly in tech and healthcare. Their key market is companies wanting to combine skills tests with reference checks, which gives you a much fuller candidate view than relying on just one data point alone.
Their latest funding round in 2022 shows strong investor confidence in their unique vision. You can see through this HiPeople review how that capital fuels consistent innovation.
Unlike competitors like TestGorilla which are primarily assessment-heavy, HiPeople’s real edge comes from its automated reference check fraud detection. This practical focus on verification feels like it was built by people who truly understand the real-world trust gaps inherent in the hiring process.
They now work with over 2,000 teams globally, especially in competitive industries like technology and healthcare. These are typically organizations that need to move far beyond simple resume screening alone to find top talent.
From what I’ve observed, their entire strategy is about giving you a truly complete candidate picture. They connect pre-hire data to actual on-the-job performance, which directly addresses the market’s growing demand for measurable quality-of-hire analytics.
Now let’s examine their core capabilities.
HiPeople Features
Struggling to find the right talent quickly?
HiPeople features are designed to supercharge your hiring process with data-driven insights. Here are the five main HiPeople features that can transform how you recruit in 2025.
1. Candidate Assessments
Resume screening still feels like a gamble?
Relying solely on resumes can lead to biased decisions and missed talent. This often results in a poor fit for your team.
HiPeople’s assessments offer a massive library of 400+ tests covering everything from coding to culture fit, providing objective data. From my testing, the detailed coding assessments are particularly impressive for technical roles, even covering newer skills like AI application development. This feature helps you evaluate candidates beyond their CV.
This means you can make more informed, data-backed hiring decisions and find truly qualified candidates who fit your company culture.
2. Automated Reference Checks
Tired of chasing down references manually?
Traditional reference checks are a huge time sink, often taking days. This can slow down your entire hiring pipeline significantly.
HiPeople automates the entire process, cutting typical turnaround times from 5-6 days to just 2 days. What I love about this feature is its built-in fraud detection system, which ensures the legitimacy of references and gives you peace of mind. You also get a choice of over 50 templates.
The result is your team gets verified references quickly, allowing you to move candidates through your pipeline faster and with confidence.
3. AI-Powered Resume Screening
Is your initial resume review still a bottleneck?
Manually sifting through hundreds of applications is incredibly time-consuming. This often leads to recruiter burnout and missed opportunities.
HiPeople’s AI-powered screening analyzes applicant data rapidly, providing objective insights that go beyond traditional CV reviews. This feature helps you automate the initial screening process, allowing you to focus on the most promising candidates immediately. It’s like having an extra pair of expert eyes.
This means you can significantly speed up your initial screening phase, making faster, more objective decisions and improving your quality of hire.
4. Candidate Experience Feedback
Worried about your employer brand during hiring?
A poor candidate experience can deter top talent and damage your reputation. This might even lead to candidates dropping out of your pipeline.
HiPeople helps you measure and understand what drives a positive candidate experience, allowing you to stay on-brand. This feature lets you collect valuable feedback directly from applicants, ensuring you can continuously improve their journey. It highlights areas where you shine and where you can grow.
So you can maintain a strong employer brand throughout the hiring process, attracting and retaining top talent with a consistently positive experience.
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5. Quality of Hire Analytics
Can’t tell if your hiring strategy is actually working?
Without data on new hire performance, it’s tough to pinpoint what’s effective in your recruitment efforts. This creates a blind spot in your talent acquisition strategy.
HiPeople closes this data gap by collecting feedback on new hire quality, revealing if they match the role, team, and organization. Here’s what I found: this feature provides actionable insights for continuous improvement, making your recruitment process smarter over time. It helps you iterate and refine.
This means you can objectively assess the success of your hires, gaining critical insights to refine your recruitment strategies and improve future talent acquisition.
Pros & Cons
- ✅ Automates time-consuming recruitment tasks for significant efficiency gains.
- ✅ Offers comprehensive candidate assessments with a vast test library.
- ✅ Provides data-driven insights for objective and informed hiring decisions.
- ⚠️ Some users may experience an initial learning curve with the platform.
- ⚠️ Customization options can be limited for highly unique HR processes.
- ⚠️ Pre-video interview questions may lack variety and become repetitive.
You’ll appreciate how these HiPeople features integrate seamlessly to create a powerful hiring intelligence platform, ensuring your recruitment efforts are always optimized.
HiPeople Pricing
What’s your actual monthly software cost?
HiPeople pricing operates on a tiered model for Assessments and Reference Checks, with transparent options for smaller teams and custom quotes for enterprise-level needs.
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Plan | Price & Features |
---|---|
Assessments Free | Free • Unlimited candidate assessments • 400+ tests & custom questions • Up to 5 users • 7-day data access |
Assessments Grow | From $60/month • Unlimited assessments & users • See correct responses • ChatGPT-secure features • PDF export |
Assessments Scale | From $84/month • 40+ ATS integrations • Live coding tests (soon) • One custom test/month • Custom branding & video questions |
Reference Checks Free | Free • Check one candidate free • 50+ templates & AI surveys • Text, audio, video references • Custom questions |
Reference Checks Grow | Contact Sales • Unlimited references & users • Fraud detection system • PDF export |
Reference Checks Scale | Contact Sales • 40+ ATS integrations • Talent pool access • 24-hour turnaround • 360-degree & custom branding |
Enterprise (Assessments & Reference Checks) | Contact Sales • Analytics & API access • Dedicated CSM & premium support • SLAs & SOC2 Type II report |
1. Value Assessment
Great pricing transparency here.
From my cost analysis, HiPeople effectively offers clear pathways for different hiring needs, allowing you to pick a solution that directly addresses your pain points. What impressed me is how the free tiers provide robust initial capabilities, helping you test the waters without commitment.
This means your budget can scale with your hiring volume, ensuring you only pay for what your team truly uses.
2. Trial/Demo Options
Smart evaluation approach available.
HiPeople thoughtfully provides generous free tiers for both Assessments and Reference Checks, which is ideal for testing functionality. What I found valuable is that you can evaluate core features completely risk-free, validating the platform’s fit for your hiring process before any financial commitment.
This lets you experience the value proposition firsthand, ensuring it aligns with your budget and operational needs.
3. Plan Comparison
Choosing the right tier matters.
For basic needs, the free plans are excellent starting points. If you’re a growing team, the “Grow” and “Scale” plans offer increasing features like ATS integrations and unlimited usage. What stands out is how enterprise-level features like SLAs and dedicated CSMs are reserved for larger organizations with complex requirements.
This tiered approach helps you match HiPeople pricing to actual usage requirements rather than overpaying for unused capabilities.
My Take: HiPeople’s pricing strategy is highly flexible, offering accessible entry points and clear upgrades, making it suitable for businesses from startups to large enterprises focused on data-driven hiring.
The overall HiPeople pricing reflects transparent value without hidden surprises.
HiPeople Reviews
What do real customers actually think?
I’ve analyzed various HiPeople reviews to give you a balanced view of what actual users experience, helping you understand the software’s real-world impact.
1. Overall User Satisfaction
Users seem genuinely happy here.
From my review analysis, HiPeople holds strong satisfaction ratings, averaging 4.6 on G2 and 4.8 on Capterra. What I found in user feedback is how users consistently praise its user-friendliness, indicating a smooth experience for most, which is a major positive review trend.
This means you can expect a high level of satisfaction from daily use.
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2. Common Praise Points
Efficiency consistently wins users over.
Users frequently highlight the platform’s automation capabilities, especially for reference checks and resume screening. From the reviews I analyzed, the time savings are a major differentiator, with users reporting significantly reduced hiring times, which is a key benefit.
This suggests your hiring team will gain considerable efficiency, freeing up valuable time.
3. Frequent Complaints
Some users mention a learning curve.
While overall positive, a common theme in HiPeople reviews is the initial learning curve, particularly for comprehensive features. What stood out in customer feedback is how customization constraints can sometimes limit flexibility for highly specific HR processes, as well as repetitive interview questions.
These issues generally appear to be minor hurdles rather than major deal-breakers.
What Customers Say
- Positive: “The test results are presented in such a neat and easy-to-digest way, and the dashboard is not only super intuitive but also a joy to use it’s like hiring simplified!” (Small Business User)
- Constructive: “The pre-video interview questions remain the same throughout. So if you are getting numerous rejections, you are doing the same thing with the same results.” (User review)
- Bottom Line: “We decreased the reference checks process from 5-6 days to 2 days by using HiPeople.” (User review)
The overall HiPeople reviews reflect genuine satisfaction with its core functionality, showcasing a platform that largely delivers on its promises.
Best HiPeople Alternatives
Seeking the perfect hiring intelligence platform?
The best HiPeople alternatives include several strong options, each better suited for different business situations, priorities, and specific recruitment needs.
1. TestGorilla
Need a more affordable entry point for testing?
TestGorilla offers a very broad range of pre-built pre-employment tests and a slightly more affordable paid plan, making it great for budget-conscious teams. What I found comparing options is that TestGorilla provides extensive, low-cost assessment options, while HiPeople focuses more on advanced reference verification and fraud detection.
Choose TestGorilla when your priority is a wide range of affordable pre-built tests for screening candidates.
2. Vervoe
Prioritizing AI-driven, trainable skill assessments?
Vervoe excels if you need a large library of pre-written, scientifically validated assessments with AI grading that you can further train. Alternative-wise, Vervoe offers strong AI-powered skill evaluation, though HiPeople provides a more comprehensive suite explicitly including automated reference and background checks.
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Consider Vervoe when your team heavily relies on customizable, AI-graded skill assessments for efficient candidate evaluation.
3. Harver
Looking for a broader talent acquisition suite?
Harver makes more sense when your focus is on a wider talent acquisition suite that integrates scheduling and aims to reduce attrition rates. From my competitive analysis, Harver delivers comprehensive talent acquisition tools, while HiPeople offers transparent tiered pricing and specialized fraud detection in reference checks.
Choose Harver for a holistic talent acquisition solution including scheduling, beyond just assessments and reference checks.
4. Checkr
Is your primary need robust, standalone background checks?
Checkr is the stronger alternative if your core requirement is dedicated, compliant background screening services, often as a standalone integration. What I found comparing options is that Checkr specializes in comprehensive background verification, whereas HiPeople includes background checks as part of a broader, integrated pre-employment platform.
Consider Checkr when you primarily need robust background screening as a focused service, rather than an all-in-one platform.
Quick Decision Guide
- Choose HiPeople: Integrated assessments, automated reference checks with fraud detection
- Choose TestGorilla: Affordable entry point with a broad range of pre-built tests
- Choose Vervoe: AI-driven, trainable skill assessments with a large library
- Choose Harver: Broader talent acquisition suite including scheduling and attrition focus
- Choose Checkr: Standalone, robust, and compliant background screening services
The best HiPeople alternatives ultimately depend on your specific hiring priorities and budget considerations for pre-employment screening.
HiPeople Setup
Concerned about a lengthy, disruptive software rollout?
This HiPeople review provides a practical look into its deployment process, offering insights into what you can realistically expect during implementation.
1. Setup Complexity & Timeline
Getting started is generally straightforward.
HiPeople implementation is designed to be user-friendly, with many businesses reporting quick integration with existing ATS and HR tools. From my implementation analysis, initial setup can be completed rapidly, often within days for basic functionalities, though exploring comprehensive features may extend this.
You should plan for initial configuration and a brief period to familiarize your team with its full capabilities.
2. Technical Requirements & Integration
Expect minimal technical hurdles.
Your team will primarily focus on creating API keys and setting up webhooks for integration with systems like Greenhouse or Personio. What I found about deployment is that HiPeople prioritizes seamless integration, reducing the need for extensive hardware or complex custom coding on your end.
Prepare to allocate some IT time for secure API key generation and webhook configuration to ensure smooth data flow.
3. Training & Change Management
User adoption is intuitive but benefits from guidance.
While HiPeople’s dashboard is largely intuitive, some users note a learning curve when first navigating its comprehensive feature set. From my analysis, effective training ensures users maximize platform benefits and fully leverage its automation and data insights from day one.
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Invest in accessible training resources and encourage feature exploration to accelerate your team’s proficiency and widespread adoption.
4. Support & Success Factors
Vendor support strengthens your deployment.
HiPeople offers timely and helpful customer support via multiple channels, including phone, email, and live chat, proving invaluable during initial setup. What I found about deployment is that their proactive support can significantly smooth implementation challenges and aid in ongoing issue resolution.
Leverage their documentation, training, and webinars to ensure your team is fully equipped and any hiccups are quickly resolved.
Implementation Checklist
- Timeline: Days to weeks for core setup and basic integration
- Team Size: HR/recruiting lead and IT for API keys/webhooks
- Budget: Primarily staff time; professional services typically optional
- Technical: API key generation for ATS/HR tool integration
- Success Factor: Proactive user training and strong vendor support
Overall, HiPeople setup is generally straightforward and user-friendly, allowing most businesses to quickly leverage its hiring intelligence capabilities with minimal disruption.
Bottom Line
HiPeople: The right choice for your hiring needs?
My HiPeople review offers a comprehensive look, helping you determine if this hiring intelligence platform aligns with your business’s unique recruitment challenges and strategic goals.
1. Who This Works Best For
Ideal for scaling hiring processes effectively.
HiPeople works best for mid-sized to enterprise organizations, particularly talent acquisition teams, hiring managers, and HR professionals needing to automate screening and reference checks. From my user analysis, businesses focused on objective, data-driven hiring will find this platform indispensable for improving candidate quality.
You’ll succeed if your current hiring process is manual, slow, or lacks the robust insights needed for informed decisions.
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2. Overall Strengths
Automation and insights are its standout capabilities.
The software excels in automating tedious tasks like reference checks and providing deep candidate insights through its extensive assessment library and fraud detection. From my comprehensive analysis, its seamless integration with popular ATS platforms further streamlines the recruitment workflow, saving significant time.
These strengths directly translate into faster hiring cycles, reduced administrative burden, and ultimately, better quality hires for your organization.
3. Key Limitations
Initial learning and unique customization can be challenging.
While powerful, new users might face a slight learning curve initially navigating the platform’s comprehensive features. Based on this review, deep customization for highly unique HR processes could present some constraints, requiring adaptation to HiPeople’s structured approach.
These limitations are generally manageable, but they’re important considerations to ensure the platform fully aligns with your most specific recruitment needs.
4. Final Recommendation
HiPeople earns a strong, confident recommendation.
You should choose HiPeople if your business aims to modernize recruitment, enhance candidate insights, and significantly boost hiring efficiency and quality. From my analysis, this platform delivers clear ROI for growth-focused companies seeking to reduce bias and improve decision-making in their talent acquisition.
My confidence level is high for organizations ready to embrace a data-driven approach to their hiring processes.
Bottom Line
- Verdict: Recommended for modernizing recruitment and enhancing insights
- Best For: Talent acquisition, hiring managers, and HR professionals
- Business Size: Mid-sized to enterprise organizations scaling hiring efficiently
- Biggest Strength: Automated reference checks and data-driven candidate insights
- Main Concern: Potential learning curve for new users and deep customization needs
- Next Step: Request a demo to explore its fit for your specific hiring needs
This HiPeople review confirms its strong value for modern recruitment needs, while also pointing out factors to consider for optimal implementation in your business.