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Bryq vs. Canditech

Which Assessment Platform Fits Your Hiring?

Updated September 2026.

Bryq vs. Canditech

Which Assessment Platform Fits Your Hiring?

Updated September 2026.

Bryq vs. Canditech

Which Assessment Platform Fits Your Hiring?

Updated September 2026.

Canditech review: job simulations, AI skills evaluation, pricing, and how Bryq compares

Canditech is a strong choice if you want to build custom job simulations for specific roles and watch candidates work through real tasks. It answers the question of whether someone can do a defined set of tasks. Bryq answers a different one: whether they will succeed in the role, stay in it, and work effectively with AI. 75% of knowledge workers already use AI at work, and most hiring teams have no way to tell a force multiplier from someone who pastes everything into a chatbot and hits send. The core difference is what comes out the other end. Canditech returns a score on the tasks you designed. Bryq returns a fit prediction you can compare across every role you hire for. Teams using Bryq see a 3x improvement in quality of hire, 47% lower attrition, and 2x faster hiring. Here is an honest side-by-side.

At a Glance: Bryq vs Canditech

Bryq

Canditech

Core approach

Core

approach

One integrated candidate profile: cognitive ability, personality traits, and hard skills including AI fluency

Custom job simulations assembled from a library of 500+ ready-to-use tests

What it tells you

proficiency

Whether a candidate will succeed in the role

How a candidate performed on the tasks you selected

Scientific validation

Candidate

experience

Continuously validated by I/O psychologists

Developed by industry experts, reviewed in-house

AI fluency

Candidate

experience

One AI Fluency Assessment, five scored dimensions on a 0-100 scale, three levels matched to role requirements, built on six peer-reviewed research frameworks

AI proficiency tests from the library, plus embedded live AI tools inside the simulation

AI fluency availability

Reference

checks

Included in every plan

Embedded AI tools listed on the Enterprise tier

Pricing model

Flat-rate subscription, unlimited invitations, published from $69 per month

Priced by candidates assessed per year; Team from $150 per month and Pro from $200 per month at 100 candidates per year, billed yearly

ATS integration

Included from the entry plan, live in under a week

Listed from the Pro tier, 40+ ATS platforms

Measurable result

3x quality of hire, 47% lower attrition, 2x faster hiring

(varies)

Compliance posture

SOC 2 Type II, ISO 27001, GDPR, EU AI Act Article 4 ready

ISO 27001, GDPR

What Is Canditech?

Canditech homepage showing AI talent assessment headline and navigation

Canditech is a skill assessment platform built around job simulations. Candidates work through tasks that mirror the actual role: writing SQL against a database that mimics a production one, building a formula in a live Google Sheet, recording a video answer, shipping code in one of 14 languages. A library of over 500 ready-to-use tests covers roles from backend developer to call-centre agent to healthcare worker, and every one of them can be edited, rebuilt, or replaced with an assessment of your own. An AI Assessment Builder turns a job description into a draft simulation in seconds. AI scoring agents mark open-text and video answers.

Customisation is the core of the product. You control the questions, the scoring, the timing, the branding, the welcome video, and which anti-cheating controls run on each assessment. Every one of those is a decision your hiring team makes. The ones about what to measure, and how, are normally a psychometrician's. Canditech offers that expertise only on the Enterprise tier.

Canditech's approach to AI capability is to observe candidates inside the tool. Rather than only detecting AI use, it can embed third-party AI tools (ChatGPT, Claude and Codex) directly inside the assessment, so a reviewer can watch how a candidate prompts, iterates, and applies the output to the task. Canditech's published pricing places those embedded tools, along with AI auto-scoring agents and expert psychometric support, on the Enterprise tier. ATS integration begins at Pro.

Canditech publishes its own outcome figures: 248% ROI, a 50% drop in time-to-hire, and 80% fewer interview hours. Those are efficiency metrics. They describe how much faster and cheaper the funnel runs, rather than whether the people hired at the end of it performed and stayed.

Canditech says it does not replace interviews but makes them count, and Bryq shares that position. The two diverge on who builds the assessment the interview relies on. With Canditech, your hiring team designs the assessment and owns whether it measures the right things. With Bryq, that work is already done, standardised, and validated before you open a role.

What Is Bryq?

Bryq homepage featuring hire better hire faster headline with AI Fluency and candidate fit scores

Bryq is the talent assessment platform for HR teams that need defensible hiring decisions, not gut-feel ones. We measure cognitive ability, personality traits, and hard skills including AI fluency in one integrated candidate profile, scored against the role and validated by I/O psychologists. 3x improvement in quality of hire. 47% lower attrition. 2x faster hiring. ATS-integrated. SOC 2 Type II certified. EU AI Act Article 4 ready.

Hiring is still mostly guesswork. Companies scan resumes for keywords, run unstructured interviews, and hope for the best. Then they wonder why 46% of new hires fail within 18 months. That is a measurement problem.

Most hiring tools filter. Bryq measures. The AI builds an Ideal Candidate Profile for every role and scores candidates on actual job fit. A hiring manager opens one profile and sees where a person lands on cognitive ability, on the personality traits the role demands, on the hard skills it requires, and on how effectively they work with AI. Every candidate for every role is measured with the same instrument, so the scores mean the same thing in a marketing role as they do in an operations one.

The AI Fluency Assessment measures how people actually work with AI in a simulation. It takes about 15 minutes, returns five dimension-level scores on a 0-100 scale with no pass/fail binary, and is built on six peer-reviewed research frameworks including UNESCO, SFIA and OECD. It is tool-agnostic, works across any role in any industry, covers candidates and current employees with the same instrument, and is included in every Bryq plan.

Custom Simulations vs One Validated Profile

Canditech gives you the tools to build the assessment yourself. You assemble a simulation for each role, tune it to the tasks that role actually involves, and get a score on those tasks. That works when the requirement is concrete and you already know exactly what it is: this spreadsheet model, this SQL query, this support ticket. Candidates can see how the task relates to the job, which helps completion.

The cost of that flexibility is comparability. An assessment you designed for one role produces a number that means something inside that role and nothing outside it. You cannot benchmark a custom marketing simulation against a custom finance simulation. You cannot carry a score forward when the role changes. And an instrument that is edited per role cannot be validated in the psychometric sense, because there is no stable instrument to validate.

Bryq works from the other direction. One integrated assessment, standardised, scored against a role profile the AI builds from the job description. The instrument stays the same and the role profile moves. That means a fit score is comparable across roles, across functions, and across time, and the underlying assessment can carry continuous validation by I/O psychologists.

Hires rarely fail only because they could not do a task. They fail on role fit, on motivation, or on friction with how the team operates. Task-level measurement catches the first problem well. The rest need cognitive ability and personality traits in the same profile.

AI Fluency: Tool-Agnostic vs Tool-Embedded

Both platforms take AI capability seriously, but they have made opposite choices.

Canditech's approach is observation inside the tool. Give the candidate a live AI tool in the assessment window and watch what happens. That shows you the raw workflow. It also has two limits: the embedded tools sit on the Enterprise tier, and what you observe is behaviour inside one specific product.

Bryq's AI Fluency Assessment is tool-agnostic. We measure the five skills that carry over whichever model ships next quarter: AI Task Strategy, Prompting & Interaction Quality, Critical Evaluation & Validation, Ethical & Responsible Use, and Workflow Integration & Output Quality. Scenarios inside the simulation are updated as AI practice evolves. The framework stays stable, which is what makes a score from last quarter comparable to one from this quarter.

Bryq's is the only AI fluency assessment built on peer-reviewed research. It meets EEOC, UGESP and NYC AI Bias Regulation standards and is EU AI Act Article 4 ready. The sources are open, the validation is continuous, and the compliance position is documented.

Both platforms take AI capability seriously, but they have made opposite choices.

What Reaches Your Hiring Manager

Canditech and Bryq hand the hiring manager different things.

From Canditech, the hiring manager gets task performance: this candidate scored 78 on the simulation your team built, with a breakdown by question and flags from the anti-cheating controls. Interpretation is the manager's job. Two managers reading the same report can reach different conclusions, and often do.

From Bryq, the hiring manager gets one profile scored against the role: cognitive ability, the personality traits that role calls for, the hard skills it requires, and AI fluency across five dimensions. The human still makes the decision. Bryq provides the data, not the verdict. But the data arrives already interpreted against the role, rather than as raw material.

That difference compounds. Screening time drops 80% because a recruiter is triaging fit scores instead of reading reports. Every candidate who reaches the interview is already a data-backed match, so the interview becomes a confirmation step.

Canditech and Bryq hand the hiring manager different things.

Pricing: Per-Candidate Volume vs Flat Rate

Canditech publishes its pricing, and the model is per-candidate. Figures on their pricing page are quoted for 100 candidates assessed per year, billed yearly, at $150 per month for Team and $200 per month for Pro. Team covers two assessments and eight users. Pro adds unlimited assessments, unlimited users, ATS integration, and the coding, SQL and Google Sheets question types. Enterprise is quoted on request and carries the embedded AI tools, AI auto-scoring agents, psychometric support, SSO and API access.

Bryq charges a flat-rate subscription with unlimited invitations, published from $69 per month on the Pro plan. Cost does not change whether you assess 200 candidates or 2,000, and the AI Fluency Assessment is included in your plan rather than sitting behind a tier.

For a team assessing 100 people a year, either model is affordable. The models diverge as volume grows. A per-candidate structure asks you to forecast hiring volume a year ahead and re-price when a growth year arrives or a mass-hiring project lands. A flat rate does not, which also means high-volume screening carries no marginal cost. You can assess everyone in the funnel rather than rationing assessments to the shortlist.

ATS Integration and Time to Live

Canditech connects to 40+ ATS platforms, including Greenhouse, Lever, SmartRecruiters, Workday, iCIMS, SAP SuccessFactors and BambooHR, and the integration is listed from the Pro tier upward. If your stack is unusual, that breadth means there is likely a connector. It also means the integration arrives one tier above the entry plan.

Bryq is ATS-integrated in under a week, and integration is included from the entry plan. Self-service connectors cover Workable, Greenhouse, Lever, Teamtailor, BreezyHR, Recruitee, Pinpoint, Ashby, JazzHR, SmartCV, Zoho Recruit and Comeet, with guided and custom integrations available on Enterprise. There is no IT project and no vendor-management workstream. It activates from your dashboard.

The deeper difference is what flows through the pipe. One platform sends task scores into your ATS. The other sends a fit profile.

Assessment Science and Comparability

Both companies argue from science, and they argue different things.

Canditech's case is about method. Work-sample tests and structured interviews are among the strongest predictors of job performance in the literature, a point their validity page makes by citing Schmidt & Hunter and Harvard Business Review. That case is sound as far as it goes. What it establishes is that simulations are a good category of instrument. It says less about any individual test in the library, and it cannot say much, because customers are encouraged to edit those tests.

Bryq's case is about instruments. Our cognitive and personality assessments are built on established models (the Big Five, the 16PF, and the CHC model of intelligence) and continuously validated by I/O psychologists. Because the instrument is stable, a profile built for a hire remains readable two years later for internal mobility, succession, or L&D planning.

Bryq's assessments are validated by I/O psychologists for no adverse impact across demographics. Adverse-impact analysis attaches to a stable instrument. An assessment that changes shape for each role has to be examined for it every time, and that work sits with whoever edited it.

For organisations operating in the EU, there is a regulatory dimension. EU AI Act Article 4 has required organisations to ensure staff AI literacy since February 2025. This is an obligation already in force. The AI Fluency Assessment provides documented, auditable evidence of evaluation, for candidates and for current staff.

Both companies argue from science, and they argue different things.

Assessing Your Existing Workforce

Both platforms cover this.

Canditech extends its simulations into performance management: build or select assessments, run them against employees, analyse skill gaps across individuals, teams and functions, and feed the results into L&D planning and internal mobility. Because each assessment is built for the group in front of you, the resulting baseline describes that group and not the one next to it.

Bryq's difference is the instrument, not the use case. The same validated assessment serves a candidate and an employee of six years, which means the scores sit on one scale. You can compare a team's AI fluency against the level the role requires, against another function, and against the candidates you are about to interview, because all of it came out of the same instrument. A baseline built from per-role custom assessments cannot be read that way.

That matters most when someone senior asks what your people can actually do with AI. Right now most organisations can answer that only with a survey. A validated, dimension-level baseline is a different kind of answer.

Both platforms cover this.

Security and Regulatory Position

Canditech publishes GDPR and ISO 27001 compliance and maintains a Trust Center.

Bryq is SOC 2 Type II certified, ISO 27001 certified, and GDPR compliant, with published positions on EEOC, UGESP, and the NYC AI Bias Regulation, and a public Trust Center. For buyers whose procurement process asks for a SOC 2 report, that gap is the one that shows up in the security questionnaire.

Canditech publishes GDPR and ISO 27001 compliance and maintains a Trust Center.

Who Should Choose Canditech

You hire for roles defined by concrete, demonstrable tasks and you want to watch candidates perform those exact tasks
Your technical hiring is a large share of your volume and you need coding, SQL and Google Sheets work inside the assessment
You want maximum control over question design and are willing to own the assessment-building work
You want granular control over which anti-cheating controls run on each assessment
You want to observe a candidate working inside a specific AI product, and Enterprise-tier pricing is within reach
Your assessment volume is low and predictable enough that per-candidate pricing stays comfortable

You hire for roles defined by concrete, demonstrable tasks and you want to watch candidates perform those exact tasks
Your technical hiring is a large share of your volume and you need coding, SQL and Google Sheets work inside the assessment
You want maximum control over question design and are willing to own the assessment-building work
You want granular control over which anti-cheating controls run on each assessment
You want to observe a candidate working inside a specific AI product, and Enterprise-tier pricing is within reach
Your assessment volume is low and predictable enough that per-candidate pricing stays comfortable

You hire for roles defined by concrete, demonstrable tasks and you want to watch candidates perform those exact tasks
Your technical hiring is a large share of your volume and you need coding, SQL and Google Sheets work inside the assessment
You want maximum control over question design and are willing to own the assessment-building work
You want granular control over which anti-cheating controls run on each assessment
You want to observe a candidate working inside a specific AI product, and Enterprise-tier pricing is within reach
Your assessment volume is low and predictable enough that per-candidate pricing stays comfortable

Who Should Choose Bryq

You want the full picture of fit in one integrated assessment: cognitive ability, personality traits, and hard skills including AI fluency
You need scores that are comparable across every role you hire for, not only within one role
You need to know how candidates and current employees actually work with AI, on a stable framework rather than inside one vendor's tool
You want AI fluency measurement included in your plan rather than gated to an enterprise tier
You want a flat rate that does not penalise you for hiring more people
You are a mid-market or enterprise HR team that needs assessments continuously validated by I/O psychologists
You want assessment data that stays useful for internal mobility, succession and L&D after the hire

You want the full picture of fit in one integrated assessment: cognitive ability, personality traits, and hard skills including AI fluency
You need scores that are comparable across every role you hire for, not only within one role
You need to know how candidates and current employees actually work with AI, on a stable framework rather than inside one vendor's tool
You want AI fluency measurement included in your plan rather than gated to an enterprise tier
You want a flat rate that does not penalise you for hiring more people
You are a mid-market or enterprise HR team that needs assessments continuously validated by I/O psychologists
You want assessment data that stays useful for internal mobility, succession and L&D after the hire

You want the full picture of fit in one integrated assessment: cognitive ability, personality traits, and hard skills including AI fluency
You need scores that are comparable across every role you hire for, not only within one role
You need to know how candidates and current employees actually work with AI, on a stable framework rather than inside one vendor's tool
You want AI fluency measurement included in your plan rather than gated to an enterprise tier
You want a flat rate that does not penalise you for hiring more people
You are a mid-market or enterprise HR team that needs assessments continuously validated by I/O psychologists
You want assessment data that stays useful for internal mobility, succession and L&D after the hire

See the Difference for Yourself

Feature lists only go so far. The fastest way to understand how Bryq works is to see your own role profile in action.

Book a 30-minute demo and we will build one together on a live requisition. You will see the AI Fluency Assessment in the same session.

Feature lists only go so far. The fastest way to understand how Bryq works is to see your own role profile in action.

Book a 30-minute demo and we will build one together on a live requisition. You will see the AI Fluency Assessment in the same session.

Feature lists only go so far. The fastest way to understand how Bryq works is to see your own role profile in action.

Book a 30-minute demo and we will build one together on a live requisition. You will see the AI Fluency Assessment in the same session.

Measurable impact on hiring outcomes

Faster hiring

47%

Lower attrition

Quality of hire

FAQ

Find answers to the most frequently asked questions about Bryq

Canditech is used to screen job candidates with custom job simulations. Hiring teams assemble tasks from a library of 500+ tests or build their own, and candidates complete them online: coding, SQL, spreadsheet work, video answers and written responses. It also extends into performance management for current employees. It reports how a person performed on the tasks you selected. Bryq measures cognitive ability, personality traits and hard skills including AI fluency in one integrated profile scored against the role.

Canditech builds custom job simulations for individual roles and reports how a candidate performed on those tasks. Bryq measures cognitive ability, personality traits, and hard skills including AI fluency in one integrated candidate profile, scored against the role and validated by I/O psychologists. Customers report 3x improvement in quality of hire, 47% lower attrition, and 2x faster hiring. Results measured across Bryq customer engagements. Individual outcomes vary by role, industry, and baseline hiring maturity. Methodology and case studies available on request.

Canditech offers AI proficiency tests in its library and can embed live third-party AI tools inside an assessment so reviewers can watch a candidate work. Canditech's published pricing lists those embedded tools on the Enterprise tier. Bryq's AI Fluency Assessment is tool-agnostic, returns five dimension-level scores on a 0-100 scale across three levels matched to role requirements (Aware, Functional and Advanced), is built on six peer-reviewed research frameworks, and is included in every plan.

Canditech advertises 500+ ready-to-use tests. Bryq's library covers 140+ validated tests across technical, business and trade roles, plus the integrated cognitive, personality and AI fluency profile. Bryq's approach is profile depth and comparability over library breadth.

Bryq is a flat-rate subscription with unlimited invitations, published from $69 per month. Canditech prices by candidates assessed per year, publishing $150 per month for Team and $200 per month for Pro at 100 candidates annually, billed yearly, with Enterprise quoted on request.

Canditech's published pricing lists ATS integration from the Pro tier. Bryq includes ATS integration from the entry plan and connects in under a week.

Yes, both support this. Canditech extends its simulations into performance management and skill-gap analysis. Bryq uses the same validated instrument for candidates and current employees, so scores sit on one comparable scale across hiring, internal mobility and workforce planning.

Canditech's tests are developed by industry experts and reviewed by an in-house PhD-level team, and their validity page argues from the published research on work-sample tests as a method. Bryq's cognitive and personality assessments are built on the Big Five, 16PF and CHC models and continuously validated by I/O psychologists, and the AI Fluency Assessment is built on six peer-reviewed research frameworks including UNESCO, SFIA and OECD.

For roles defined by concrete tasks, yes. A job simulation shows whether a candidate can do the work, and work-sample tests are among the stronger predictors of job performance. The limits are comparability and validation. A simulation built for one role cannot be benchmarked against another, and adverse-impact analysis has to be redone for each version your team edits. Teams that need scores comparable across every role usually look for a Canditech alternative that measures the whole profile, which is what Bryq is built for.

Yes. Bryq integrates with your ATS in under a week, and existing roles can be mapped to Bryq's role-scored profiles during onboarding.

If verifying that someone can ship code in a specific language is the primary filter, a purpose-built coding simulation is the right tool and Canditech is strong there. If you also need to know whether that engineer will fit the team, stay past 18 months, and work well with AI, that is a different measurement and it is what Bryq is built for.