Honest comparison
JobCannon vs Hogan: which fits your hiring stack?
Hogan is the gold standard for EEOC-defensible executive selection, with 30+ years of validation research and dark-side personality depth no open framework matches. JobCannon is broader (146 tests vs three core batteries) and self-serve at a flat monthly rate, but is not EEOC-validated. Most hiring teams should run both — JobCannon at the top of the funnel, Hogan for final-round selection.
In Brief
JobCannon and Hogan both serve pre-hire assessment but diverge in three structural ways. Pricing — Hogan charges per candidate via certified consultants, or through enterprise annual contracts; JobCannon Scale tier is $199/mo flat ($1,990/year) for 200 candidates a month. Assessment depth — Hogan ships three deep batteries (HPI for normal personality, HDS for dark-side derailers, MVPI for values and motives) with executive-grade validation; JobCannon ships 96 validated assessments spanning personality (Big Five, DISC, MBTI), aptitude (IQ, critical thinking), interests (RIASEC), EQ, and skills. Validation posture — Hogan is one of the most legally defensible assessment vendors in the world, with EEOC adverse-impact studies across hundreds of occupations; JobCannon ships validated psychometrics from open academic frameworks but does not carry EEOC adverse-impact studies on its current battery. For US-regulated executive selection where legal defensibility is the primary requirement, Hogan remains the correct choice. For self-selection, career development, pre-screening, team development, and SMB hiring contexts, JobCannon offers broader assessment coverage at flat-rate cost. Many enterprises run both: JobCannon at the top of the funnel, Hogan for final-round selection.
Three structural differences
Where the platforms diverge.
Assessment battery comparison
What ships in each platform's standard tier.
Pricing comparison
For a hiring team running 200 candidates per year
When JobCannon wins
Pair JobCannon with Hogan
Many enterprises running Hogan for final-round selection add JobCannon at the top of the funnel to give more candidates a validated assessment before advancing to Hogan's executive-grade evaluation. JobCannon Scale tier is $199/mo flat for 200 candidates a month.
Free
For micro-teams trying the platform
- ▸10 candidate invites/month (resets the 1st of each month)
- ▸All 146+ assessments
- ▸Premium result for every candidate you invite
- ▸Every candidate profile fully open — nothing blurred
- ▸Share link via email or Slack
- ▸Free trial of the coordinator dashboard
Starter
For solo coaches and small HR
- ▸30 candidates/mo included; extra candidates are $2 each
- ▸All 146+ assessments
- ▸Premium report (archetype + blind spots + work-style brief)
- ▸Coach notes per candidate
- ▸PDF export (client-ready)
- ▸Session prep recommendations
- ▸Candidate progress tracking
Team
For startups, teams and HR
- ▸80 candidates/mo included; extra candidates are $2 each
- ▸Everything in Starter
- ▸Team DNA dashboard
- ▸Compatibility matrix
- ▸Conflict-pattern detection
- ▸Compare 2-3 team members
- ▸Manager prep briefings
- ▸Shared admin access (2 seats)
Scale
For agencies, L&D and scale-ups
- ▸200 candidates/mo included; extra candidates are $2 each
- ▸Everything in Team
- ▸Integrity + social-desirability scales (fake-good detection)
- ▸White-label PDFs (your logo)
- ▸Full assessment API (start, score, retrieve results)
- ▸Custom assessment builder (beta)
- ▸Admin seats not billed per seat
- ▸Priority email support
Growth
For high-volume screening without a contract
- ▸1,000 candidates/mo included; extra candidates are $2 each
- ▸Everything in Scale
- ▸Invoice / PO billing, not just card
- ▸Named support contact with a response-time target
- ▸Annual billing option
Enterprise
For 200+ person companies
- ▸Candidate volume set in your contract, all assessments
- ▸Everything in Scale
- ▸SLA (99.9% uptime)
- ▸Dedicated Customer Success
- ▸Custom integrations built against your tenant (Greenhouse and Ashby ship today)
- ▸Annual billing, invoice payments
Self-serve checkout via Stripe — major cards, Apple Pay, Google Pay, Link. Cancel anytime; 14-day money-back on every paid plan. Enterprise via the contact form below.
Request a comparison plan
Tell us your hiring volume, your current Hogan footprint, and which funnel stages you want to cover. We respond with a pairing plan within two business days.
Hogan licenses through certified consultants and direct enterprise contracts. Per-candidate pricing varies depending on which batteries are administered (HPI, HDS, MVPI, or the Hogan 360 suite); enterprise annual contracts for larger employers scale with seat count. JobCannon Scale tier is $199/mo flat ($1,990/year) for 200 candidates a month, including the full 146-test battery, employer dashboard, and bulk invites. Because JobCannon is flat-rate and Hogan is metered per candidate or per contract, the cost gap between the two widens as hiring volume grows.
No, and this is the most important honest caveat on this page. Hogan is one of the most legally defensible assessment vendors in the world. Its instruments (HPI, HDS, MVPI) carry 30+ years of validation research, EEOC adverse-impact studies, and meta-analytic evidence linking scores to job performance across hundreds of occupational categories. JobCannon ships validated psychometrics (Big Five, EQ, RIASEC) sourced from open academic frameworks but does not carry EEOC adverse-impact studies on its current battery. For US-regulated hiring at scale where legal defensibility is a primary requirement — Fortune-500 executive selection, government contracting, EEOC-audited industries — Hogan remains the correct choice. JobCannon is appropriate for self-selection support, career development, team development, and pre-screening contexts where legal defensibility is not the gating concern.
Three areas where Hogan has a clear lead. (1) Legal defensibility — 30+ years of EEOC validation research and adverse-impact studies make Hogan the gold standard for regulated hiring. (2) Dark-side personality (HDS) — the Hogan Development Survey measures derailment risk (volatility, mistrust, leisurely, arrogant, etc.) with depth that no open framework matches; for executive selection, identifying derailers matters. (3) Values-and-motives profiling (MVPI) — the Motives, Values, Preferences Inventory pairs personality with culture-fit data in a way few platforms match. For executive selection in Fortune-500 environments these three together make Hogan hard to replace.
Hogan ships three core batteries (HPI for normal personality, HDS for dark-side derailers, MVPI for values and motives) plus the Hogan 360 multi-rater suite for leadership development. JobCannon ships 96 validated assessments including Big Five (OCEAN — the most-validated personality model in academic research), DISC, MBTI, RIASEC, EQ (Goleman framework), Multiple Intelligences, Skills Audit, plus aptitude testing (IQ, critical thinking, numerical reasoning) and wellbeing check-ins. Hogan is deep on three batteries with executive-grade validation; JobCannon is broad across 146 assessments without Hogan-level dark-side depth or EEOC validation. Different shape, different use case.
Five scenarios. (1) Self-selection and career-development contexts where candidates take assessments to understand themselves, not to pass an EEOC-defensible hiring screen. (2) Pre-screening at the top of the funnel where breadth (146 tests) matters more than executive-grade dark-side depth. (3) Team development and L&D programs where Hogan pricing is hard to justify on training budgets. (4) Startups and SMBs that cannot afford enterprise Hogan contract pricing but still want validated psychometrics. (5) International hiring contexts outside the US where EEOC compliance is not the binding constraint. For these use cases the $199/mo flat-rate breadth of JobCannon fits budgets that Hogan's per-candidate and enterprise pricing does not.
Yes, and many enterprises do exactly this. JobCannon runs at the top of the funnel for self-selection, career fit, and pre-screening across hundreds of candidates per month at flat-rate cost. Hogan runs at the bottom of the funnel for final-round executive selection where EEOC defensibility and dark-side depth justify its per-candidate pricing. This split lets enterprises preserve Hogan defensibility for the few hires that need it while controlling cost on the hundreds of candidates that do not. The two are not architecturally hostile.