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eSkill Corp

Name: eSkill Corp
Address: 122 E Houston Street, Chelmsford, MA, 78205, US
Telephone: +19787084661
Price range: $$

eSkill offers the largest assessment catalog on the market. Combine skill tests, behavioral assessme

eSkill develops Web-based skills assessment software for pre-employment testing and internal staff development. Our proprietary software can build multi-subject customized tests to fit any job description or testing objective covered by our subject library. With thousands of organizations across five continents using eSkill for talent management, eSkill is the market leader in job-based skills tes

ting. eSkill's modular subject library features over 450 subject areas and over 5,000 modular subtopics – covering IT, Office Software, Typing, Accounting, Healthcare, Legal, Call Center, and other professional knowledge areas. An available eSkill Editor lets companies upload their own questions and tests, permitting eSkill to be their universal test management platform. In 2014, eSkill pioneered professional simulation tests for commonly used programs like Microsoft Word®, Excel®, Outlook® and PowerPoint® that require no test-taker plugins and allow for multiple correct responses. If your organization has a specific skill requirement that can be simulated onscreen, eSkill can develop custom simulation tests that recreate these tasks to assess your candidates’ skills in the most realistic way possible. Digital literacy, call center, and multitasking are additional examples of what we’ve simulated. Oracle Taleo CloudService Integration

Among the key features available with the integration of these two services are easy access to the entire testing history of a candidate, automatic management of your candidates and tests, and an entirely automated testing process–all in one platform! Specialties

Pre-employment skills assessment, Internal skill gap testing and feedback, Integration with leading ATS and ERP systems, Online Test Management Systems for 3rd party tests, Libraries of Job-based tests for standardized hiring and promotional practices.

08/31/2026

There's a popular narrative that ATMs killed the bank teller. It's wrong, and understanding why matters if you're hiring for branch roles in 2026.

When ATMs first rolled out in the 1970s, everyone assumed tellers would disappear. Instead, ATMs lowered the cost of operating a branch, which meant banks opened more of them, which meant they actually needed more tellers.

Instead of becoming obsolete, the role shifted from transaction processing to customer service and relationship-building. Economists have cited this as a clear example of automation changing a job rather than eliminating it.

That same dynamic is playing out again with digital banking and AI.

A Federal Reserve study found a 19% decline in U.S. bank branches between 2014 and 2024. Routine transaction volume is falling as mobile deposits and online transfers absorb the simple stuff, and the tellers who remain are being asked to do work that looks nothing like counting cash and making change.

Read more about the state of the bank teller: https://na2.hubs.ly/H07xrxV0

08/26/2026

THIS JUST IN: It’s the hard launch of Linea Intelligence!

Our team built Linea, eSkill’s intelligence layer, to work WITH recruiters — not around them.

To that end, the layer debuts with two capabilities: ✨Linea Build✨ lets a recruiter paste in a job title or job description and receive a draft assessment built from the SME-verified questions in the eSkill question library, and ✨Linea Search✨ applies AI-powered semantic search across that same library, surfacing the most relevant questions even when a recruiter's search terms don't match the library's exact wording.

Now, it’s even easier to create customized, job-relevant assessments that lead to better hires with eSkill.

Linea Intelligence will power upcoming features as well (but you’ll hear about those later 🤫)!

We also want to congratulate our team on the effort they put in to make this product happen: from our customer-facing teams who chatted with our partners on where they would like to see AI in the platform, to our development team on putting it together, to the rest of our team on making Linea a reality. (Teamwork really DOES make the dream work!!)

Read the full press release here: https://na2.hubs.ly/H07qhny0

08/24/2026

Here are two facts that are somehow both true at once.

Fact one: a college degree is a good investment. BLS data from April 2026 shows that unemployment for workers with a bachelor's degree or higher was 2.8%, compared to 4.7% for high school graduates and 6.4% for those without a diploma. The earnings premium holds, too. Degree holders consistently out-earn their peers across nearly every industry.

Fact two: a college degree is failing the people who just earned one. The Federal Reserve Bank of New York reports that the unemployment rate for recent graduates (ages 22-27) hit 5.6% in early 2026, higher than the national average of 4.2%. And 42% of those who are employed are underemployed, working in jobs that don't typically require a degree. That's the highest rate since 2020.

So a degree helps over a 30-year career. But right now, nearly half of new graduates can't find work that actually uses it. BlackRock CEO Larry Fink warned that 2026 graduates could face the highest jobless rate in years, partly because AI is making entry-level white-collar roles obsolete faster than anyone expected.

Read more about the state of the college degree in our latest blog: https://na2.hubs.ly/H07pclm0

08/13/2026

Are you signed up for the eSkill monthly newsletter?

If you’re not, you’re missing out!

Once a month, we round up what's happening in the world of hiring: the best insights from around the web, plus our own take, with the occasional eSkill tidbit thrown in.

It's good stuff, no spam, and you can unsubscribe anytime (we won't take it personally — though the eSkill capybara might sulk a little).

Got a topic you want us to cover? We're all ears. Sign up here ⬇️

https://na2.hubs.ly/H073np60

08/11/2026

Say you're a patient access representative at a busy hospital. A patient walks up to the registration desk, stressed, in pain, and probably running late. You need to verify their insurance, pull up their chart, schedule a follow-up, and enter their information into the EHR. All while maintaining eye contact, showing empathy, and managing the three other patients waiting behind them.

Now imagine you can't figure out how to copy and paste.

This is far beyond a hypothetical problem. Research shows that roughly one-third of U.S. health and social care workers lack key digital skills, with about 12% having essentially no digital skills at all. As healthcare increasingly runs on electronic health records, telehealth platforms, and data-driven care models, that gap is getting harder to ignore, especially for the non-clinical support roles that keep hospitals and clinics actually functioning.

Read our blog on how to test healthcare staff on computer and administrative skills ⬇️

https://na2.hubs.ly/H073DKj0

08/07/2026

Every year ManpowerGroup surveys tens of thousands of employers about hiring difficulty, and every year the numbers stay stubbornly high. In 2026, 72% of employers across 41 countries said they struggled to fill roles. In the U.S. specifically, that was true of 69% of employers.

And here’s the catch: these aren't niche industries. Think manufacturing, healthcare, hospitality, public sector, finance, IT. The shortage is cross-industry and structural.

But "shortage" is a misleading word, because it implies there aren't enough people. In most cases, there are plenty of people, especially with unemployment creeping up. What there aren't enough of are people who fit through the filter you've built.

Read our blog on how to expand your candidate pool here ⬇️

https://na2.hubs.ly/H0735bS0

07/29/2026

With the advent of AI-assisted medical coding and billing tools, the skills profile for a strong medical coder in 2026 looks different than it did in 2020. 🩺

If you’re a recruiter, you still need to find a medical coder with strong ICD-10 and CPT knowledge. But you also need someone who can evaluate AI-generated suggestions critically, navigate compliance edge cases, and adapt quickly as tools change.

Testing for digital literacy, attention to detail, and problem solving alongside coding knowledge gives you a more complete picture of whether someone will thrive in the role as it exists today.

Learn what skills recruiters need to look for in medical coders & billers in 2026: https://na2.hubs.ly/H06XL2-0

07/23/2026

The average government job posting now gets 242 applications.

Double what it was five years ago.

LinkedIn alone processes 11,000 applications per minute, a 45% jump year-over-year, largely thanks to AI tools that let anyone generate a "perfect" resume in seconds.

Which means government agencies are drowning in applicants who all look qualified on paper.

Meanwhile, 32 states have dropped degree requirements for government roles, which is great news for the 70 million workers who gained skills outside a 4-year degree. But it also means HR teams have lost their easiest (if flawed) filter.

The agencies handling this flood of applicants well are finding new ways to qualify talent, like adding skills tests at the right moment in the hiring process. Think Excel simulations at the application stage for high-volume roles or more comprehensive assessments after the recruiter screen for higher-stakes hires.

With skills tests, hiring teams can reliably separate "looks great on paper" from "can actually do the job."

Check out the full breakdown here: https://na2.hubs.ly/H06R71s0

07/01/2026

According to the U.S. Department of Labor, a bad hire costs roughly 30% of the employee's first-year earnings. On a $60,000 salary, that's $18,000. On an $80,000 salary, $24,000.

But that 30% figure captures mostly direct costs, such as recruiting fees, job board spend, background checks, onboarding, and training that's now been tossed out the window. It doesn't account for the more expensive, harder-to-quantify damage that happens while the bad hire is still sitting at the desk.

SHRM estimates that the total cost of replacing an employee ranges from 50% to 200% of annual salary, with senior and executive roles clustering toward the high end. CareerBuilder data puts the average financial loss per bad hire at $17,000 for entry-to-mid-level roles, but at $240,000 for specialized or executive positions. Talk about a doozy.

Every bad hire that slips through costs your company money, time, management attention, and team morale. Some of those costs are recoverable. Some aren't, and you can't un-burn the goodwill of a strong performer who spent three months covering for someone who wasn't pulling their weight.

Read more about the full cost of a bad hire here: https://na2.hubs.ly/H06qQFp0

06/26/2026

SPOTTED! Gracie the Giraffe.

Just before she was found this morning, Gracie the Giraffe strolled into our office in downtown SATX to test one of our newest product launches…but we told her she had to keep it a secret 🤫

Address

122 E Houston Street
Chelmsford, MA
78205

Opening Hours

Monday	8am - 5:30pm
Tuesday	8am - 5:30pm
Wednesday	8am - 5:30pm
Thursday	8am - 5:30pm
Friday	8am - 5:30pm

Telephone

+19787084661

Website

https://www.eskill.com/

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