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Third Party Assessment Platforms

  • July 29, 2026
  • 1 reply
  • 6 views
  • rx
  • Known Participant

We’re exploring third-party candidate assessment tools and how they integrate with Eightfold, and I’d love to hear how others have approached this.

  • Are you using any external assessment platforms (e.g., coding tests, cognitive/behavioral assessments, etc.) with Eightfold? 
  • How are your integrations configured (native integration, custom API, middleware, etc.)? It looks like some platforms (SHL, Criteria Corp) have delivered connectors with Eightfold directly.
  • Have you run into any issues with workflow automation (e.g., triggering assessments at the right stage, status updates) or with how/where assessment results are surfaced in Eightfold?
  • Anything you wish you’d known before setting it up?

Any details about your setup, lessons learned, or best practices would be greatly appreciated. 

Best answer by dkreiger

Hi ​@rx,  We’ve seen a few common patterns for third-party assessments with Eightfold, mostly in Talent Acquisition workflows.
 

Assessment platforms in use / supported

Eightfold has supported third-party assessment integrations through the App Marketplace and/or configured integrations. Internal materials reference vendors such as SHL, Criteria, Codility, HackerRank, CodeSignal, HireVue, HackerEarth, Cappfinity, and Sova. There are also specific internal references to HackerRank, Codility, and SHL being available via the App Marketplace, and a Criteria app that allows candidates to be invited to Criteria interview/assessment packages and allows results to be viewed in Eightfold. A later app review notes Criteria v1.0.0 was approved for availability across all group IDs.
 

Integration patterns

The setup depends heavily on vendor and workflow design:

  • Marketplace / native-style app integration: e.g., SHL and Criteria-style apps where recruiters can trigger assessments and results can be surfaced back in Eightfold.
  • Stage-based workflow: For SHL, documentation describes creating a dedicated pipeline stage, installing/configuring the SHL app, then having recruiters move candidates into that stage and select the assessment.
  • Webhook / pushback model: The SHL setup described includes providing SHL with a webhook endpoint and authentication key so results/reports can be pushed back into Eightfold.
  • API / file / custom field approaches: For more custom use cases, internal discussion notes that assessment results can be displayed using custom fields from HRIS, recurring file ingest, or API, depending on the customer’s architecture. APIs are aware of custom fields and can expose them through standard APIs for integrations.
  • AI Interviewer / assessment flow: For AI Interviewer, a V1 technical design describes third-party assessment support for Harver and SHL using a redirect model: Eightfold orchestrates discovery, delivery/redirect, communications, and results display, while the vendor owns assessment content and scoring.

Workflow automation and surfacing results

A few things to watch:

  • SHL documentation says the recruiter can move a candidate into the assessment stage, choose the assessment, and then monitor the Assessments tab on the candidate profile. Once completed, Eightfold can show score, rating, finished timestamp, and report link .
  • Starbucks’ SHL use case required automated assessment triggering during or immediately after application submission, visibility of pending/completed assessments in the candidate dashboard, and a manual recruiter fallback if automation failed.
  • For AI Interviewer-style flows, deployment materials show assessments/interviews being triggered by automation/custom filters, with score, summary, transcript, proctoring report, and video URL surfaced in Eightfold.
  • One important limitation: for Talent Management / Talent Development, internal discussion notes current assessment integrations are primarily on the TA side. Displaying results in TM may be possible via custom fields, recurring file ingest, or API, but a full TM workflow like “manager assigns assessment → employee completes → results update skills” was described as not currently possible.

 

Lessons learned / best practices

  • Define the decision point clearly. Decide whether the assessment happens during application, immediately after application, or at a dedicated pipeline stage. Starbucks’ use case showed this matters because they wanted the application considered incomplete until assessment completion.
  • Design for fallback. Even when automated triggering is the goal, teams may still want recruiter-initiated manual resend/trigger options for exceptions.
  • Confirm where results should live. Decide whether recruiters need only a link, summary score, rating, full report, or structured data on the candidate profile. Waldinger’s Criteria setup, for example, discussed pushing a link back into Jobvite rather than the full report.
  • Treat assessment results as decision-support, not sole decisioning. The AI Interviewer assessment design explicitly states vendor results are informational, not used for automated knockout/scoring/ranking.
  • Test end-to-end in sandbox. Especially for ATS stage mapping, webhook authentication, candidate email/link behavior, result return, and dashboard/profile visibility. Jobvite-related materials also emphasize knowing the exact workflow stages and setting up webhooks/API access correctly.
RX

1 reply

dkreiger
Community Manager
  • dkreigerCommunity Manager
  • Community Manager
  • Answer
  • August 31, 2026

Hi ​@rx,  We’ve seen a few common patterns for third-party assessments with Eightfold, mostly in Talent Acquisition workflows.
 

Assessment platforms in use / supported

Eightfold has supported third-party assessment integrations through the App Marketplace and/or configured integrations. Internal materials reference vendors such as SHL, Criteria, Codility, HackerRank, CodeSignal, HireVue, HackerEarth, Cappfinity, and Sova. There are also specific internal references to HackerRank, Codility, and SHL being available via the App Marketplace, and a Criteria app that allows candidates to be invited to Criteria interview/assessment packages and allows results to be viewed in Eightfold. A later app review notes Criteria v1.0.0 was approved for availability across all group IDs.
 

Integration patterns

The setup depends heavily on vendor and workflow design:

  • Marketplace / native-style app integration: e.g., SHL and Criteria-style apps where recruiters can trigger assessments and results can be surfaced back in Eightfold.
  • Stage-based workflow: For SHL, documentation describes creating a dedicated pipeline stage, installing/configuring the SHL app, then having recruiters move candidates into that stage and select the assessment.
  • Webhook / pushback model: The SHL setup described includes providing SHL with a webhook endpoint and authentication key so results/reports can be pushed back into Eightfold.
  • API / file / custom field approaches: For more custom use cases, internal discussion notes that assessment results can be displayed using custom fields from HRIS, recurring file ingest, or API, depending on the customer’s architecture. APIs are aware of custom fields and can expose them through standard APIs for integrations.
  • AI Interviewer / assessment flow: For AI Interviewer, a V1 technical design describes third-party assessment support for Harver and SHL using a redirect model: Eightfold orchestrates discovery, delivery/redirect, communications, and results display, while the vendor owns assessment content and scoring.

Workflow automation and surfacing results

A few things to watch:

  • SHL documentation says the recruiter can move a candidate into the assessment stage, choose the assessment, and then monitor the Assessments tab on the candidate profile. Once completed, Eightfold can show score, rating, finished timestamp, and report link .
  • Starbucks’ SHL use case required automated assessment triggering during or immediately after application submission, visibility of pending/completed assessments in the candidate dashboard, and a manual recruiter fallback if automation failed.
  • For AI Interviewer-style flows, deployment materials show assessments/interviews being triggered by automation/custom filters, with score, summary, transcript, proctoring report, and video URL surfaced in Eightfold.
  • One important limitation: for Talent Management / Talent Development, internal discussion notes current assessment integrations are primarily on the TA side. Displaying results in TM may be possible via custom fields, recurring file ingest, or API, but a full TM workflow like “manager assigns assessment → employee completes → results update skills” was described as not currently possible.

 

Lessons learned / best practices

  • Define the decision point clearly. Decide whether the assessment happens during application, immediately after application, or at a dedicated pipeline stage. Starbucks’ use case showed this matters because they wanted the application considered incomplete until assessment completion.
  • Design for fallback. Even when automated triggering is the goal, teams may still want recruiter-initiated manual resend/trigger options for exceptions.
  • Confirm where results should live. Decide whether recruiters need only a link, summary score, rating, full report, or structured data on the candidate profile. Waldinger’s Criteria setup, for example, discussed pushing a link back into Jobvite rather than the full report.
  • Treat assessment results as decision-support, not sole decisioning. The AI Interviewer assessment design explicitly states vendor results are informational, not used for automated knockout/scoring/ranking.
  • Test end-to-end in sandbox. Especially for ATS stage mapping, webhook authentication, candidate email/link behavior, result return, and dashboard/profile visibility. Jobvite-related materials also emphasize knowing the exact workflow stages and setting up webhooks/API access correctly.
Eightfold Community Manager
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