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Bryq vs The Predictive Index comparison page hero with pre-employment assessment headline

Bryq vs. Maki People

Which Pre-Employment Assessment Fits Your Hiring Process?

Updated June 2026.

Bryq vs. Maki People

Which Pre-Employment Assessment Fits Your Hiring Process?

Updated June 2026.

Bryq vs. Maki People

Which Pre-Employment Assessment Fits Your Hiring Process?

Updated June 2026.

Maki People review and comparison: where it fits, where Bryq fits

There’s a question underneath every assessment platform purchase that rarely gets asked out loud: how much of the hiring process do you actually want to hand over to AI?

That question used to be theoretical. It’s not anymore. Maki People, a Paris-founded startup backed by $35 million in venture capital, is betting that the answer is “almost everything.” Their pitch is an “AI Tier” of autonomous agents that screen, interview, schedule, and assess candidates with minimal human involvement. Six separate agents, each handling a different stage of the funnel — including their newest, Tomo, an AI Interview Co-pilot that assists human interviewers in real time. In April 2026, they also launched an AI proficiency assessment, adding structured measurement of candidates’ ability to work with AI to their agent stack.

Bryq takes a different position. One integrated candidate assessment. One profile. Five dimensions measured in a single session, including the AI Proficiency Assessment built on six peer-reviewed frameworks. The AI does the heavy analytical work, but the hiring team makes the decisions. It’s a different philosophy about where intelligence should sit in the hiring process, and choosing between them tells you something about what kind of organization you’re building.

This comparison walks through both platforms across the things that actually matter: how they work, what candidates experience, how the science holds up, and where each one fits best.

There’s a question underneath every assessment platform purchase that rarely gets asked out loud: how much of the hiring process do you actually want to hand over to AI?

This comparison walks through both platforms across the things that actually matter: how they work, what candidates experience, how the science holds up, and where each one fits best.

There’s a question underneath every assessment platform purchase that rarely gets asked out loud: how much of the hiring process do you actually want to hand over to AI?

This comparison walks through both platforms across the things that actually matter: how they work, what candidates experience, how the science holds up, and where each one fits best.

Side-by-Side Comparison at a Glance

Bryq

Maki People

What it measures

What it

measures

Cognitive ability + behavioral traits + hard skills (incl. AI proficiency) in one integrated candidate assessment

300+ skills across cognitive assessments, personality tests, coding tests, and aptitude tests via modular agent-led evaluations

Core approach

Core

approach

AI builds an Ideal Candidate Profile for each specific job; every applicant scored on predicted fit

Six autonomous AI agents (Shiro, Mochi, Ken, Kumi, Tomo, Riku) each handle a different funnel stage using algorithms and real-time data

Best for

proficiency

Mid-market, enterprises, and hiring teams focused on quality of hire and reducing turnover

High-volume frontline hiring where the bottleneck is recruiter bandwidth and early-funnel automation is the primary goal

Candidate experience

Candidate

experience

One cohesive assessment; respectful, structured, no heavy surveillance

Multimodal (text, voice, video interview); webcam snapshots every 30 seconds, device fingerprinting

AI proficiency

Built-in: ~15 min, scenario-based, 5 scored dimensions across 3 proficiency levels, grounded in 6 peer-reviewed frameworks (UNESCO, SFIA, OECD). See AI Proficiency Assessment. Included in all plans.

Launched April 2026 inside Shiro and Mochi. 4-dimensional framework (AI tool agility, human-tool interactivity, ethical use, data literacy). See Maki AI proficiency. No additional cost for existing customers.

Pricing plans

Reference

checks

Flat-rate subscription, unlimited assessments

Usage-based credit model; enterprise quotes required

ATS integrations

Greenhouse, Lever, Workable, Workday, iCIMS + more

Ashby, Workable, Greenhouse, Workday, SmartRecruiters + more

Customization

Role-specific profiles built by AI; assessment adapts to each role

Custom branding, custom questions, white-label landing pages, custom agent stacks

Compliance

GDPR compliant, ISO 27001 certified, built on I-O psychology principles

GDPR compliant, ISO 27001 certified

What Is Maki People?

Bryq vs MakiPeople comparison page hero with AI agents

Maki People is a Paris-based assessment platform founded in 2021 by a team with roots in logistics and management consulting. The CEO previously built a digital freight company, the COO is a former McKinsey Partner, and the CPO led product at Uber. That operational DNA shows up in the product: built for speed and volume.

The central idea is an “AI Tier” that sits above your existing ATS. Six autonomous agents, each handling a different stage of the funnel.

Shiro handles skills assessment and top-of-funnel screening with custom questions and knock-out logic.
Mochi runs conversational interviews across multiple languages.
Ken administers deeper evaluation with coding tests, aptitude tests, and problem-solving simulations.
Kumi schedules interviews automatically.
Tomo is their AI Interview Co-pilot, sitting alongside human interviewers with structured plans, real-time candidate signals, and post-interview scorecards.
Riku (early access) handles internal mobility using a unified skills framework.

In April 2026, Maki added a new capability: an AI proficiency assessment, available inside Shiro and Mochi at no additional cost. It uses a four-dimensional framework covering AI tool agility, human-tool interactivity, ethical use, and data and algorithmic literacy, delivered through situational judgment tests and structured behavioral grids.

The company has raised $35.3 million, including a $28.6 million Series A in January 2025. Their client list includes H&M, PwC, Deloitte, and IKEA. They use a credit-based model: you pay per candidate interaction and per agent activated. Enterprise pricing requires a custom quote.

The central idea is an “AI Tier” that sits above your existing ATS. Six autonomous agents, each handling a different stage of the funnel.

Shiro handles skills assessment and top-of-funnel screening with custom questions and knock-out logic.
Mochi runs conversational interviews across multiple languages.
Ken administers deeper evaluation with coding tests, aptitude tests, and problem-solving simulations.
Kumi schedules interviews automatically.
Tomo is their AI Interview Co-pilot, sitting alongside human interviewers with structured plans, real-time candidate signals, and post-interview scorecards.
Riku (early access) handles internal mobility using a unified skills framework.

The central idea is an “AI Tier” that sits above your existing ATS. Six autonomous agents, each handling a different stage of the funnel.

Shiro handles skills assessment and top-of-funnel screening with custom questions and knock-out logic.
Mochi runs conversational interviews across multiple languages.
Ken administers deeper evaluation with coding tests, aptitude tests, and problem-solving simulations.
Kumi schedules interviews automatically.
Tomo is their AI Interview Co-pilot, sitting alongside human interviewers with structured plans, real-time candidate signals, and post-interview scorecards.
Riku (early access) handles internal mobility using a unified skills framework.

What Is Bryq?

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

Bryq is an assessment platform built around one core idea: you shouldn’t need five separate tools to understand whether someone will succeed in a role. The platform measures reasoning aptitude, personality traits, role-specific hard skills, and AI proficiency in a single integrated evaluation. One session. One profile.

The AI engine starts by building an Ideal Candidate Profile for each specific job, then scores every applicant against it. Talent acquisition teams get a ranked list with composite fit scores, not separate test results to reconcile. That means fewer wrong-fit interviews and more time with the right candidates.

Central to that profile: the AI Proficiency Assessment. Scenario-based. Tool-agnostic. Built on six peer-reviewed frameworks including UNESCO, SFIA, and OECD. Five scored dimensions (AI Task Strategy, Prompting and Interaction Quality, Critical Evaluation and Validation, Ethical and Responsible Use, Workflow Integration and Output Quality), 0 to 100 per dimension, across three proficiency levels: Aware, Functional, and Advanced. Roughly 15 minutes. Included in all plans.

On the science side, the assessments are grounded in I-O psychology principles and validated for predictive validity. The platform integrates with Greenhouse, Lever, Workday, iCIMS, and custom setups.

Customers report 3x improvement in quality of hire, 47% lower attrition, and 2x faster hiring. Those results come from measuring actual job fit, not just processing speed.

Detailed Comparison: Where They Diverge

Philosophy: Autonomous Agents vs. Integrated Assessment Platform

This is the fork in the road. Everything else follows from it.

Maki People believes the early hiring process should be largely automated. Their agents act: Shiro screens, Mochi interviews, Ken evaluates, Kumi schedules, Tomo coaches the human interviewer in the room. The recruiter enters after the system has already made significant decisions about who advances.

That’s appealing if your primary problem is volume. Their case studies back it up: Foundever processed 200,000 candidates in six months, and The Restaurant Group eliminated manual screening as a bottleneck. Speed metrics, though. Not quality-of-hire metrics. Nobody is publishing retention data from fully autonomous screening yet.

The tradeoff: when AI agents make autonomous calls about who moves forward, you’re trusting the system’s judgment at a point where the stakes are high and the signal is thin. Auditing a decision made by a conversational AI that adapts its questions on the fly is harder than most teams realize.

Bryq’s approach is different. The AI does the analytical heavy lifting: building the role profile, running the evaluation, scoring the fit. The decisions stay with your team. You see the ranked list. You see the dimension scores. You decide who to interview. For organizations that want AI-powered intelligence without surrendering control of who gets hired, that distinction matters, especially in regulated industries.

This is the fork in the road. Everything else follows from it.

Candidate Assessment: Breadth vs. Depth

Maki People’s assessment library spans 300+ skills through modular assessments: personality tests, cognitive assessments, aptitude tests, coding tests, and situational judgment tests. That breadth pays off when you’re hiring across dozens of different role types.

But breadth creates complexity. Which tools do you combine? How do you weight cognitive assessments against personality tests against code challenges? The test library doesn’t interpret itself, and reconciling scores across different agents with different scoring logic adds overhead.

Bryq collapses all of that into one evaluation. Cognitive ability, personality traits, hard skills, and AI proficiency, scored against a single Ideal Candidate Profile built for that job. Teams spend less time configuring modules and more time interviewing the right candidates.

Candidate Experience: Surveilled vs. Structured

Maki People’s proctoring suite is extensive: webcam snapshots every 30 seconds, device fingerprinting across 70+ technical factors, IP geolocation, focus-out detection, AI-powered answer detection, CNN-based object detection for phones and tablets. For compliance-heavy contexts, that logic holds.

For most professional roles, it doesn’t. A candidate with options will notice they’re being surveilled like a test-taker, not evaluated like a professional. That hits completion rates and employer brand.

The candidate experience in Bryq is built around a different principle: respect the candidate’s time and intelligence. One cohesive assessment, structured and scenario-based, no heavy proctoring. Completion rates stay high because the format feels closer to real-world problem-solving than a webcam-monitored exam.

AI Proficiency: Measured vs. Missing

Both platforms now offer AI proficiency assessment, but they approach it differently. Maki launched their module in April 2026, integrated into Shiro and Mochi at no extra cost. Their framework covers four dimensions: AI tool agility (learning and adapting to new tools), human-tool interactivity (prompting quality and output evaluation), ethical use of AI, and data and algorithmic literacy. Delivery is via situational judgment tests and structured behavioral grids, with conversational cognitive tasks coming in a future Mochi release.

Bryq’s AI Proficiency Assessment is built on six peer-reviewed research frameworks (UNESCO, SFIA, OECD among them) and covers five scored dimensions: AI Task Strategy, Prompting and Interaction Quality, Critical Evaluation and Validation, Ethical and Responsible Use, and Workflow Integration and Output Quality. Scores run 0 to 100 per dimension. Three proficiency levels (Aware, Functional, Advanced) let you calibrate expectations by role type. It’s scenario-based, tool-agnostic, and included in every plan.

The key difference is integration. In Maki, the AI proficiency score sits in the candidate’s profile alongside agent outputs from Shiro and Mochi. In Bryq, it sits inside a single composite profile that already includes cognitive ability, personality, and hard skills, all scored against the same Ideal Candidate Profile for that specific role. One number to weigh against one benchmark, not outputs from multiple agents to reconcile. For hiring teams trying to make fast, confident decisions, that matters.

Pricing Plans: Credits vs. Flat Rate

Maki People uses a credit-based model: you pay per candidate interaction and per agent activated. No public pricing. Enterprise tier requires a custom quote. A seasonal hiring spike means a cost spike.

Bryq’s flat-rate subscription covers unlimited assessments. Your per-candidate cost goes down as volume goes up. For teams that need to budget around fluctuating hiring needs, that predictability matters. You’re paying for insight, not for agent activations.

ATS Integrations and Job Descriptions

Maki People positions itself as a layer above your ATS, the “system of intelligence” on top of the “system of record.” They offer 30+ ATS integrations including Ashby, Workable, Greenhouse, and SmartRecruiters. Evaluations trigger automatically at specific pipeline stages.

Bryq connects directly with Greenhouse, Lever, Workday, iCIMS, and custom systems. It works inside your existing workflow rather than adding a new architectural layer. You pull job descriptions from existing roles; the AI builds the Ideal Candidate Profile from there.

Science and Decision-Making

Both platforms take science seriously.

Maki People follows a 12-step development process, from skill definition through AI-based item generation, pilot testing, and ongoing review. Their science team favors situational judgment tests and structured interviews over personality assessment methods, using Behaviorally Anchored Rating Scales for scoring and Differential Item Functioning for bias mitigation.

Bryq’s assessments are built on I-O psychology principles and validated for predictive validity. Cognitive ability, behavioral tendencies, hard skills, and AI proficiency all feed into a single integrated profile. The AI Proficiency Assessment draws on six peer-reviewed frameworks. Customers report 3x improvement in quality of hire, 47% lower attrition, and 2x faster hiring. Those numbers track actual hiring outcomes, not processing speed.

The difference isn’t rigor. It’s what each platform is optimizing for. Maki People’s science backs autonomous agent decision-making. Bryq’s science backs a single, interpretable candidate profile that your team uses to make better decisions.

Both platforms take science seriously.

Who Should Choose Bryq?

Bryq fits best when the goal is quality of hire and retention, not just screening speed. Mid-market companies, enterprises, and recruiters who have felt the cost of early turnover tend to find the integrated assessment approach more useful than a suite of autonomous agents. It also makes more sense when your hiring process needs to scale without your costs scaling with it.

If AI proficiency measurement is a priority, both platforms now offer it. The difference is depth and integration. Bryq’s AI Proficiency Assessment is grounded in six peer-reviewed frameworks, covers five scored dimensions across three proficiency levels, and is woven into the same composite profile as cognitive ability, personality, and hard skills. You get one ranked list, one benchmark, one decision. Not outputs from multiple agents to weigh against each other.

Who Should Choose Maki People?

Maki People works best for high-volume frontline hiring where the bottleneck is recruiter bandwidth. If you’re processing tens of thousands of applications per month across multiple markets and your primary goal is automating the early funnel, the agent-based model was designed for that problem.

The addition of their AI proficiency assessment in April 2026 closes a gap that existed in earlier versions of the platform. For existing Shiro and Mochi customers, it’s available at no extra cost and requires no workflow changes, which makes it worth activating immediately. The four-dimensional framework is practical and the multi-method delivery is solid, even if the framework draws on fewer external research sources than Bryq’s.

How Bryq Compares to Other Assessment Platforms

If you’re doing a broader evaluation, it’s worth looking at how these platforms compare to others. TestGorilla and Testlify take a test-library approach with credit-based cost structures. The Predictive Index focuses more narrowly on behavioral and personality assessment. The right choice depends on what your current approach is missing.

See How Bryq Assesses Your Candidates

If you're evaluating assessment platforms and want to see what an integrated, AI-powered candidate profile looks like in practice, Bryq's team can walk you through a live demo built around your actual roles and hiring needs.

Measurable impact on hiring outcomes

Faster hiring

47%

Lower attrition

Quality of hire

FAQ

Find answers to the most frequently asked questions about Bryq

Philosophy. Maki People deploys autonomous AI agents that make screening calls and advance candidates on your behalf. Bryq gives your team an integrated candidate assessment built by AI, but the decisions stay with humans. Both now offer AI proficiency measurement; the difference is how deeply it’s integrated into the rest of the evaluation.

Yes, as of April 2026. Maki launched an AI proficiency assessment inside Shiro and Mochi at no additional cost. It covers four dimensions: AI tool agility, human-tool interactivity, ethical use, and data and algorithmic literacy. Bryq’s AI Proficiency Assessment covers five scored dimensions across three proficiency levels, grounded in six peer-reviewed frameworks, and is integrated into the same composite profile as cognitive ability, personality, and hard skills.

Maki People uses a credit-based model where you pay per candidate interaction and per agent activated. Enterprise tier requires a custom quote. Bryq runs a flat-rate subscription with unlimited assessments. If your hiring volume fluctuates or you want predictable costs, the flat-rate model is easier to manage and budget around.

If the goal is automating as much of the early funnel as possible for large volumes of applications, Maki People’s six-agent architecture was built for that. If the goal is identifying which high-volume candidates will actually perform and stay, the integrated evaluation and quality-of-hire focus in Bryq tends to deliver more value downstream.

Yes. The integrated assessment measures personality traits and behavioral dimensions alongside reasoning aptitude and hard skills. Cultural fit, problem-solving approach, and soft skills are all captured in a single candidate profile. No separate behavioral module required.

Maki People reports satisfaction scores of 95–99%, though surveys taken during a hiring process carry inherent selection bias. Bryq’s candidate experience is designed to be respectful and cohesive: one assessment, no heavy proctoring, mobile-friendly. Completion rates stay high because the scenario-based format feels closer to real-world problem-solving than a proctored exam with webcam monitoring every 30 seconds.

Maki People and Bryq both assess candidates and both now measure AI proficiency. Bryq integrates cognitive ability, behavioral traits, hard skills, and AI proficiency into one composite profile scored against the role, 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.

Yes. Bryq integrates with your ATS in under a week, and existing roles can be mapped to Bryq’s role-scored profiles during onboarding. Most teams complete ATS integration before their first new requisition goes live.

Bryq covers cognitive ability, Big Five-derived personality, and a Skills Assessments Library of 140+ validated tests across technical, business, and trade roles, plus the AI Proficiency Assessment. Every result lands in one profile instead of separate test scores from different agents.