Top 12 Platforms US Companies Use for Skills-Based Hiring in 2026

The era of the "credential gap" is closing. In 2026, the most forward-thinking companies in the United States have moved away from scanning resumes for Ivy League degrees and are instead looking for proof of ability. With the rise of AI-assisted learning and non-traditional career paths, a candidate's portfolio and real-time performance on tasks have become the new gold standard. If you are a professional looking to get hired in the US today, you need to be active on the platforms where recruiters are actually looking for skills, not just keywords.

I’m Riten, founder of Fueler, a skills-first portfolio platform that connects talented individuals with companies through assignments, portfolios, and projects, not just resumes/CVs. Think Dribbble/Behance for work samples + AngelList for hiring infrastructure.

Top 12 Platforms US Companies Use for Skills-Based Hiring

In 2026, the US hiring market has transitioned into a "show-me" economy. Companies no longer trust a bulleted list of past responsibilities; they want data-backed evidence of competency. The following 12 platforms are the primary tools US employers use to verify those skills before an interview even takes place.

1. Fueler

Fueler has revolutionized the way US startups and creative agencies discover talent by moving beyond the static resume and focusing on a "Proof of Work" ecosystem. It serves as a visual hub where professionals can host their actual output, ranging from marketing campaigns and code snippets to strategy documents, allowing hiring managers to see the tangible results of a candidate’s expertise. In 2026, companies use Fueler to cut through the noise of inflated job titles and instead hire based on the quality of specific projects, assignments, and collaborative efforts documented on the platform.

• Project-Centric Validation: US employers can browse specific project "buckets" to see the direct results of their labor, effectively replacing the traditional first-round screening call with a deep dive into their actual professional output and problem-solving methodology.
• Collaboration Tracking: The platform provides a unique feature where you can tag and credit team members on a project, which gives hiring managers a clear view of your ability to work within a team structure, a highly valued trait in US corporate culture.
• Assignment-Driven Sourcing: Companies often post specific short-term assignments or "challenges" on the platform to find candidates who can perform a task in real-time, allowing them to test-drive your skills before offering a long-term contract or full-time position.
• Centralized Skill Identity: Your Fueler profile acts as a living, breathing digital identity that integrates with other professional tools, ensuring that your most recent and impressive work is always front-and-center for recruiters who are actively hunting for specialized skills.
• Low-Friction Portfolio Building: The tool is designed to make it effortless for busy professionals to keep their portfolios updated, which ensures that US hiring managers are always seeing your most current skill level and the latest technologies you have mastered.

Pricing

• Individuals: Free for basic portfolios; Fueler Premium is approximately $88/year for custom domains and unlimited project uploads.
• Employers: Custom pricing models based on the scale of talent discovery and the number of assignment challenges hosted.

2. TestGorilla

TestGorilla is the leading pre-employment assessment tool used by mid-to-large US firms to replace the traditional resume screen with data-driven testing. The platform offers a massive library of scientifically validated tests covering everything from cognitive ability and personality traits to highly specific software proficiencies like Salesforce, Python, or advanced Excel. By sending an assessment link to every applicant, companies ensure that only those who actually possess the required skills move forward in the process, significantly reducing the bias inherent in traditional hiring.

• Multi-Dimensional Testing: US recruiters can combine up to five different tests into a single assessment link, allowing them to evaluate a candidate’s technical skills, cognitive power, and culture-add potential in one go before they even look at a name.
• Anti-Cheating Safeguards: The platform uses advanced AI monitoring, including webcam snapshots and screen-tracking, which provides US employers with the security they need to trust the integrity of results in a remote-first or hybrid hiring world.
• Detailed Benchmarking: Employers can see how an applicant performs compared to the average score of all other candidates or their own top-performing internal employees, giving them a clear, objective metric for what "success" looks like for a role.
• Custom Video Questions: Beyond multiple-choice tests, the platform allows companies to insert one-way video prompts where candidates record a short response, enabling recruiters to assess verbal communication and presentation skills early in the funnel.
• Diversity and Inclusion Focus: By anchoring decisions on test scores rather than background information, TestGorilla helps US organizations meet their DEI goals by ensuring that every candidate is judged on a completely level and meritocratic playing field.

Pricing

• Starter Plan: Approximately $111 per month (billed annually) for 16-30 employees, offering full access to the test library and basic screening tools.
• Pro Plan: Approximately $169 per month (billed annually), which includes ATS integrations, custom branding, and advanced video interview features.

3. HackerRank

HackerRank remains the industry standard for technical hiring among US Fortune 500 companies and Silicon Valley tech giants alike. The platform provides a sophisticated environment for developers to solve real-world coding problems that are automatically graded for efficiency, correctness, and logic. In 2026, it is common for major US firms to require a specific HackerRank certification or test score as a mandatory entry requirement for any software engineering or data science role.

• Standardized Skill Badges: Candidates can earn official certifications in niche technologies like React, Node.js, or Java, which act as a verified "digital credential" that US hiring managers trust as much as a formal university degree.
• Live Collaborative Coding: The "HackerRank for Developers" tool includes a shared IDE where an interviewer and candidate can write and debug code together in real-time, simulating the collaborative nature of a modern US engineering team.
• Role-Based Assessments: Companies can choose from pre-built tests specifically designed for roles like "Full Stack Engineer" or "DevOps Architect," ensuring that the challenges are actually relevant to the tasks the candidate will perform on the job.
• Automated Feedback Loops: Once a candidate completes a test, the platform provides an instant breakdown of their performance across different categories, allowing recruiters to make lightning-fast decisions and keep the hiring process moving quickly.
• AI Proctoring and Plagiarism Detection: HackerRank uses sophisticated algorithms to ensure that the code submitted is original, protecting US companies from fraudulent applications and ensuring that only true talent reaches the final interview stages.

Pricing

• Starter Plan: $199 per month for basic screening and interview tools aimed at smaller teams and individual hiring managers.
• Pro Plan: $449 per month for expanded candidate invites, deeper analytics, and unlimited user seats for growing recruiting departments.

4. CodeSignal

CodeSignal has gained massive popularity in the US by focusing on a "Skills Evaluation Framework" that provides a portable Coding Score for every developer. Much like a credit score, this number represents a candidate's overall proficiency and can be shared with any company on the platform, saving developers from taking redundant tests. In 2026, firms like Uber, Netflix, and Zoom use CodeSignal to automate their entire technical screening process with high-fidelity, job-simulated tasks.

• The Pre-Screen Coding Score: This standardized score allows US tech recruiters to instantly see where a candidate stands relative to the global talent pool, significantly speeding up the top-of-funnel screening process for high-volume roles.
• Cosmo AI Interviewer: The platform features a native AI assistant that acts as a real-time tutor and evaluator, helping candidates navigate challenges while providing hiring managers with deep insights into their thought process and prompt engineering skills.
• Simulated Work Environments: Instead of abstract algorithms, CodeSignal places candidates in environments that mimic their actual daily workspace, asking them to build features or fix bugs in a large, existing codebase to prove they can handle real complexity.
• Enterprise Integration Capabilities: The tool is designed to plug directly into major US applicant tracking systems like Greenhouse and Lever, ensuring that skills data is seamlessly reflected in the overall candidate record without manual data entry.
• Skill Gap Identification: For companies looking to promote from within, CodeSignal allows HR teams to map the skills of their current engineering staff and identify where internal training or external hiring is most needed to hit product goals.

Pricing

• Individual Learners: Free; upgrade to Cosmo+ for $24.99 per month for advanced AI-led learning and test preparation.
• Employers: Custom enterprise pricing typically starting at $15,000–$20,000 per year for full access to the pre-screen and interview modules.

5. Toggl Hire

Toggl Hire is the preferred tool for US startups and small-to-medium businesses that prioritize speed and a low-friction candidate experience. It replaces the traditional "apply with resume" button with short, interactive 2-minute skills challenges that act as the primary filter. By testing candidates at the very first touchpoint, US companies can identify high-quality talent up to 80% faster than traditional methods, making it ideal for the fast-paced nature of modern business.

• Frictionless Entry Points: Candidates take a short, engaging quiz that measures their job-specific knowledge before they are asked to fill out a single form, which significantly increases the number of qualified applicants who enter the hiring funnel.
• Automated Candidate Ranking: As soon as a quiz is completed, Toggl Hire automatically ranks the applicant based on their score, allowing US hiring managers to focus their energy only on the top 10% of performers without reading a single resume.
• Library of Expert Quizzes: The platform features over 15,000 expert-created questions covering roles from digital marketing to customer success, ensuring that even non-technical managers can test for technical proficiency with total confidence.
• Visual Kanban Pipeline: Recruiter dashboards are organized into a clean, drag-and-drop interface where managers can see exactly how many candidates have passed each skills gate, providing a clear bird's-eye view of the entire US hiring operation.
• Custom Branding and Engagement: US companies can fully brand the test experience with their own colors and logos, which helps build employer brand trust and keeps candidates engaged throughout the screening process.

Pricing

• Basic Plan: Starts at approximately $99 per month for small teams looking to automate their screening process for a few key roles.
• Premium/Growth Plan: Approximately $299 per month for larger organizations that require unlimited assessments and advanced integration features with their existing tech stack.

6. Vervoe

Vervoe is a skill-testing platform that excels at "Job Simulations," allowing US companies to see how candidates perform specific tasks relevant to their industry. Whether it is asking a sales candidate to write a cold email or a customer support rep to handle a simulated angry ticket, Vervoe focuses on real-world applications. In 2026, it is widely used for non-technical roles where "vibe" and "years of experience" are no longer enough to secure a high-level position in the US market.

• Realistic Job Previews: The platform allows recruiters to create immersive scenarios that mimic a day in the life of the role, giving candidates a clear understanding of the job while proving they have the skills to handle it.
• Multi-Format Responses: Candidates can answer questions through text, video, or even by uploading a spreadsheet, which allows US employers to assess a wide variety of competencies like writing, speaking, and analytical thinking in one place.
• Predictive AI Scoring: Vervoe’s "talent intelligence" engine automatically scores every response based on how well it matches the benchmarks of top performers in that specific field, providing an objective "readiness" score for every applicant.
• Collaborative Review Tools: Hiring teams can leave private notes and ratings on candidate responses, making it easy for decentralized US teams to reach a consensus on who to move forward to the live interview stage.
• Engagement Analytics: Employers can see where candidates are dropping off in the assessment process, allowing them to tweak the tests to ensure the experience is challenging but not so long that it loses top-tier talent.

Pricing

• Starter Plan: Approximately $199 per month for small businesses that need to assess technical and soft skills for occasional hires.
• Enterprise Plan: Custom pricing often exceeding $1,000 per month for large-scale US organizations that require unlimited assessments and white-glove support.

7. Codility

Codility is a technical hiring platform specifically built for high-scale engineering recruitment at the world's most sophisticated companies. It focuses on the "Technical Hiring Lifecycle," from initial screening through to the final coding interview. US financial institutions and software giants use Codility in 2026 to ensure their engineering bar remains exceptionally high while maintaining a fast, candidate-friendly process that respects a developer's time.

• Task Library for Complexity: The platform offers a vast range of tasks that test for deep computer science fundamentals, system design, and security, which is critical for US companies hiring for senior or architect-level engineering positions.
• CodeLive Interviewing: This high-fidelity interview tool includes a shared terminal and whiteboard, allowing US recruiters to see exactly how a candidate thinks through a problem and how they handle unexpected technical constraints in a live setting.
• Global Benchmarking Data: Codility provides recruiters with data on how their candidates compare to the global average for specific skills, helping US firms understand if they are attracting the top 1% of the worldwide talent market.
• Candidate Timeline Analysis: Recruiters can replay a candidate's entire coding session like a video, seeing where they struggled, where they succeeded, and if they utilized external resources, providing a deep look into their problem-solving journey.
• Plagiarism and AI Safeguards: With the rise of AI coding tools, Codility has implemented specific filters to ensure that a candidate's logic is their own, protecting the integrity of the US technical hiring process in the age of automation.

Pricing

• Starter Plan: Approximately $500 per month (or $1,200 per year) for small teams with limited hiring needs.
• Scale Plan: Approximately $600 per month for larger organizations that need to hire multiple engineers per month with expanded testing capabilities.

8. Pymetrics (by Harver)

Pymetrics, now part of the Harver ecosystem, uses neuroscience-based games to evaluate the behavioral and cognitive traits of candidates. Instead of a traditional test, applicants play 12 short games that measure things like risk tolerance, attention, and effort. US companies use these games in 2026 to find "hidden gems," people who have the perfect mental and emotional makeup for a role even if they don't have the typical background or degree.

• Neuroscience-Based Gamification: The platform measures 91 different cognitive and emotional traits through interactive games, providing a scientific profile of a candidate’s natural work style and decision-making process.
• Bias-Free Matching Algorithms: Because the games are based on behavior rather than history, the platform is "blind" to gender, race, and age, making it a powerful tool for US companies looking to build diverse and high-performing teams.
• Custom Success Models: Companies can have their top performers in a specific role play the games to create a "success profile," which the AI then uses to find new applicants who share those same high-performance behavioral traits.
• Candidate Mobility Insights: If a candidate isn't a fit for the specific role they applied for, the platform can suggest other roles within the organization where their unique cognitive profile might be a perfect match, helping US firms retain talent.
• Engaging Candidate Experience: Unlike a dry 50-question personality quiz, the gamified nature of Pymetrics leads to higher completion rates and leaves candidates with a positive, modern impression of the US company's brand.

Pricing

• Employer Pricing: Enterprise-level custom pricing typically starting at $10,000+ per year for full talent lifecycle management and behavioral matching tools.

9. HackerEarth

HackerEarth is a comprehensive talent intelligence platform that US companies use for both external hiring and internal hackathons. It is particularly strong in the US for creating "Custom Coding Challenges" that are highly specific to a company's unique technology stack. In 2026, it serves as a bridge between skill assessment and community engagement, helping US firms build a loyal following of developers who are excited to work on their specific products.

• FaceCode Interviewing: This tool provides a real-time, high-fidelity environment for technical interviews that includes audio, video, and a collaborative code editor, ensuring a smooth experience for both the US recruiter and the candidate.
• Hackathon-as-a-Service: US companies use HackerEarth to host massive external coding competitions, allowing them to see hundreds of candidates in action at once and hire the top performers based on their tangible results in a competitive setting.
• University Recruitment Suite: The platform has specialized features for US campus hiring, allowing recruiters to screen thousands of students simultaneously and identify the top graduates based on their raw technical ability rather than their GPA.
• Extensive Question Library: With over 15,000 questions across 80 different technical skills, the platform ensures that US hiring managers can always find a fresh way to test a candidate's knowledge and keep their assessments challenging.
• AI-Powered Proctoring: The platform includes comprehensive anti-cheat features such as image proctoring and window-change tracking, giving US employers the confidence that their data-driven hiring decisions are based on legitimate performance.

Pricing

• Assessments Plan: Starts at approximately $119 per month for small-to-mid-sized businesses focused on technical screening.
• Enterprise Plan: Custom pricing for large US corporations that require hackathon tools, campus hiring features, and full ATS integrations.

10. Criteria

Criteria is an assessment platform used by US employers across almost every industry, from healthcare to finance, to measure the "whole person." It offers a suite of test,s including the well-known CCAT (Criteria Cognitive Aptitude Test), which is one of the most predictive measures of job performance. In 2026, Criteria is the go-to for US companies that want a scientifically rigorous way to assess intelligence, personality, and skills in a single, unified workflow.

• Predictive Performance Data: The CCAT and other cognitive tests provide a clear look at a candidate's ability to learn new skills and solve complex problems, which is the number one predictor of long-term success in the US corporate world.
• Emotional Intelligence (EI) Testing: Beyond raw IQ, the platform measures "soft skills" like empathy and social awareness, helping US managers build well-rounded teams that communicate effectively and handle stress with resilience.
• Video Interviewing Integration: Criteria includes a one-way video interview tool that allows US recruiters to see a candidate’s communication style early in the process, saving dozens of hours of phone screening time for every open role.
• Industry-Specific Job Match: The platform provides benchmarks for hundreds of different job titles, allowing a US manager to see exactly how a candidate’s test scores compare to the ideal profile for a "Project Manager" or "Data Analyst."
• Mobile-Optimized Experience: Recognizing that many modern US professionals apply on the go, the platform is fully optimized for mobile devices, ensuring high completion rates and a positive experience for every applicant.

Pricing

• Employer Pricing: Subscription-based models that typically require a 12-month contract with uncapped usage within your tier; quotes are customized but generally start in the low thousands per year.

11. TestDome

TestDome is a "no-frills," high-efficiency skill testing platform that US companies use when they want to skip the complex enterprise contracts and pay only for what they use. It offers a wide range of tests for programming, accounting, and general aptitude. In 2026, it is a favorite for US small businesses and project managers who need to verify a freelancer or full-time hire’s skills immediately without any administrative overhead.

• Pay-As-You-Go Model: Unlike almost every other platform, TestDome allows US companies to buy "candidate packs" (e.g., 5 or 25 tests), making it the most cost-effective solution for teams that only hire a few times a year.
• Work-Sample Problems: The tests are designed to be "work-sample" problems rather than abstract quizzes, asking candidates to perform tasks they would actually do on a Tuesday morning at a US tech company.
• No-Expiration Packs: Once you buy a pack of tests, they never expire, allowing small US businesses to keep a "testing balance" on hand for whenever a sudden hiring need arises in their department or company.
• Automated Certificate Generation: When a candidate performs well, the platform can generate a certificate that they can add to their LinkedIn, providing them with a "verified skill" badge that helps them stand out to other US recruiters as well.
• Simple One-Page Reports: The platform provides clear, easy-to-read reports that highlight a candidate’s strengths and weaknesses in plain English, ensuring that even non-technical US hiring managers can make an informed decision.

Pricing

• Starter Pack: $100 total ($20 per candidate) for 5 candidates.
• Medium Pack: $1,000 total ($10 per candidate) for 100 candidates, offering a significant discount for more active US hiring teams.

12. eSkill

eSkill is a veteran in the assessment space that has reinvented itself for 2026 with the most customizable test builder on the market. US employers use eSkill when they need to create a highly specific, multi-subject test that perfectly matches a unique job description. If a role requires 40% Excel, 30% Spanish, and 30% Customer Service skills, eSkill is the only platform that allows US managers to combine those into a single, seamless assessment.

• Infinite Test Customization: US recruiters can pull questions from a database of over 800 subjects and thousands of questions to build the "perfect" test for any role, ensuring no part of the job description goes unmeasured.
• Modular Question Library: The platform covers everything from specific medical terminology and legal knowledge to basic carpentry and heavy machinery operation, making it the most versatile skills tool for the diverse US labor market.
• Job Task Simulations: Candidates can be asked to perform simulated tasks within actual software environments like MS Office or specialized CRM tools, giving US employers a "live" look at their technical proficiency.
• Validation Services: For companies concerned about legal compliance in the US, eSkill offers professional validation services to ensure their tests are legally defensible and strictly relevant to the job requirements.
• Comprehensive Customer Support: eSkill is known for providing high-touch support to US companies, helping HR teams design their testing strategy and integrate the data into their broader talent management systems for maximum efficiency.

Pricing

• Employer Pricing: Generally starts at approximately $250 per month on a usage-based model, with tiered annual subscriptions available for companies that require higher volume and more advanced features.

Showcase Your Skills with Fueler

While the 12 platforms above are how companies find you, Fueler is how you make sure you are ready for them. In the 2026 US job market, having a verified score on HackerRank or a high rank on TestGorilla is only half the battle. You need a central home to display the "Why" and "How" behind your results. Fueler allows you to organize all these various proofs of skill your certificates, your project case studies, and your best assignments into one cohesive story. It is the bridge between being "qualified" and being "the one," helping US hiring managers see the human talent behind the data points.

Final Thoughts

Hiring in the United States has reached a point of absolute transparency. In 2026, the traditional resume is merely a supplementary document to your "Skills Portfolio." By understanding the 12 tools mentioned above, you can better prepare for the specific hurdles that US employers will place in your path. Whether it is playing neuroscience games on Pymetrics or tackling a 48-hour coding challenge on Codility, the goal is the same: to prove your value through action. Don't wait for a company to ask for your proof. Start building it today on Fueler and stay ahead of the curve.

FAQs

Which skills-based platform is best for US tech startups in 2026?

For US tech startups, Wellfound and Fueler are the top choices. Wellfound is excellent for direct founder connections and equity transparency, while Fueler is the gold standard for showcasing "Proof of Work" through actual project samples and previous assignments.

Do US companies still use resumes if they use these skill tools?

Resumes are still used as a high-level summary, but they are no longer the primary decision-making tool. In 2026, most US companies use skills-based assessments from platforms like TestGorilla or Criteria to filter candidates before they ever read a traditional resume.

Can I share my skills scores across different job applications?

Yes, platforms like CodeSignal and Fueler are designed for portability. Your CodeSignal "Coding Score" can be shared with multiple US employers, and your Fueler portfolio acts as a universal link that you can include in any application to prove your expertise.

How do I prepare for a neuroscience-based game assessment?

The best way to prepare for games like those on Pymetrics is to be well-rested and authentic. These games measure natural cognitive traits like attention and risk tolerance rather than learned knowledge, so "studying" is less effective than simply performing with a clear and focused mind.

Are these skill-testing tools only for technical or coding roles?

Not at all. While many focus on tech, platforms like TestGorilla, eSkill, and Vervoe offer tests for hundreds of non-technical roles, including marketing, sales, accounting, healthcare, and administrative positions across the US.

What is Fueler Portfolio?

Fueler is a career portfolio platform that helps companies find the best talent for their organization based on their proof of work. You can create your portfolio on Fueler. Thousands of freelancers around the world use Fueler to create their professional-looking portfolios and become financially independent. Discover inspiration for your portfolio

Sign up for free on Fueler or get in touch to learn more.