GITNUXSOFTWARE ADVICE
Employment CareerTop 10 Best Pre Employment Software of 2026
Ranking roundup of Pre Employment Software tools for hiring teams, comparing Hireology, Spark Hire, HireVue and more by screening features.
How we ranked these tools
Core product claims cross-referenced against official documentation, changelogs, and independent technical reviews.
Analyzed video reviews and hundreds of written evaluations to capture real-world user experiences with each tool.
AI persona simulations modeled how different user types would experience each tool across common use cases and workflows.
Final rankings reviewed and approved by our editorial team with authority to override AI-generated scores based on domain expertise.
Score: Features 40% · Ease 30% · Value 30%
Gitnux may earn a commission through links on this page — this does not influence rankings. Editorial policy
Editor’s top 3 picks
Three quick recommendations before you dive into the full comparison below — each one leads on a different dimension.
Hireology
Candidate stage automation based on screening completion events tied to a structured status schema.
Built for fits when mid-size recruiting operations need governed, API-connected screening workflows at scale..
Spark Hire
Editor pickPrompted video interviews with configurable evaluation steps per requisition
Built for fits when hiring teams need consistent video workflow automation with auditable review data..
HireVue
Editor pickConfigurable screening workflows that route candidates based on structured assessment results and video responses.
Built for fits when teams need video screening workflows with RBAC, audit logs, and API driven sync..
Related reading
Comparison Table
The comparison table evaluates Pre Employment Software across integration depth, including how each vendor maps candidate data into its schema and how admins provision workflows through configuration and APIs. It also compares automation and extensibility through API surface, plus admin and governance controls such as RBAC, audit logs, and policy enforcement. Tools included span Hireology, Spark Hire, HireVue, Karat, Onfido, and others to highlight concrete tradeoffs in throughput, orchestration, and compliance workflows.
Hireology
ATS automationApplicant tracking and pre-employment workflows with configurable screening steps, structured candidate data, and recruiter-facing automation.
Candidate stage automation based on screening completion events tied to a structured status schema.
Hireology’s pre-employment flow starts with job requisitions and candidate records, then attaches screening steps and decision outcomes to a consistent schema. Automation rules move candidates between stages based on completion events, with configurable triggers that reduce manual coordination. The API surface is designed for provisioning and event updates so external ATS or HR systems can mirror screening state changes. Audit logs and RBAC-style permissions provide traceability for who initiated actions and who saw results.
A key tradeoff is reliance on workflow configuration to match each screening policy, which adds setup time when requirements vary by region or role. Hireology fits teams that need governed screening throughput and auditable stage transitions across many active requisitions. It is a better fit when HRIS and ATS connections can publish candidate data and consume status callbacks so automation remains in sync.
- +Workflow automation maps screening steps to consistent candidate and requisition states
- +API-driven status and event synchronization supports integration with HR and ATS systems
- +RBAC-style permissions plus audit logs support governance and traceability
- +Configurable triggers reduce manual screening coordination across high-volume roles
- –Workflow and policy setup requires careful configuration for multi-region variations
- –API integrations demand schema alignment so candidate fields and statuses match reliably
Talent acquisition operations
Automate screening stage transitions
Fewer manual status updates
HR systems teams
Sync screening state via API
Single source of screening truth
Show 2 more scenarios
Compliance and HR governance
Audit actions and access
Stronger audit readiness
Use RBAC-style permissions and audit logs to track who initiated screenings and viewed results.
Global recruiting programs
Apply policy by workflow configuration
Consistent decision workflows
Configure different screening steps by role and region while keeping schema-driven stage reporting consistent.
Best for: Fits when mid-size recruiting operations need governed, API-connected screening workflows at scale.
More related reading
Spark Hire
screening automationVideo interviewing and pre-employment screening workflows with scheduling, scoring, and integrations into recruitment systems.
Prompted video interviews with configurable evaluation steps per requisition
Spark Hire fits teams that need video collection with controlled prompts, then want that output to remain attached to specific requisitions in the recruiting workflow. The data model maps candidate submissions to role-specific steps like prompts, recording windows, and evaluation capture. Integration depth is strongest when HRIS and recruiting systems rely on API-driven candidate and job provisioning.
A key tradeoff appears in schema rigidity when teams need custom domain logic beyond prompts, stages, and evaluators. Spark Hire works best when automation rules map cleanly to recruiting events like invite, submit, review, and decision. Teams with highly bespoke assessments often end up combining Spark Hire workflows with external orchestration via API and middleware.
- +Role-bound prompt and workflow schema ties submissions to requisitions
- +Automation hooks cover invite, submission, review, and decision steps
- +API supports extensibility for provisioning and evaluation data sync
- –Complex bespoke scoring logic can require external orchestration
- –Schema customization is limited to workflow elements, not arbitrary objects
Talent operations teams
Standardize video screens across multiple roles
Faster, comparable evaluation
HRIS administrators
Provision candidates from HR systems
Reduced manual handoffs
Show 2 more scenarios
Recruiting managers
Route reviews with access control
Lower review variance
RBAC-style evaluator assignments and stage gating control who can view and score submissions.
Compliance and audit teams
Maintain review traceability
Clear selection trail
Audit log coverage for workflow actions supports defensible selection decisions and evidence retention.
Best for: Fits when hiring teams need consistent video workflow automation with auditable review data.
HireVue
assessmentsPre-employment assessment and structured interview delivery that records candidate responses for hiring decision workflows.
Configurable screening workflows that route candidates based on structured assessment results and video responses.
HireVue organizes pre employment screening around assessment definitions that map to a repeatable schema for job specific questions, rating rubrics, and video response artifacts. Integrations typically focus on candidate lifecycle data from HRIS and ATS systems, while webhooks and APIs support provisioning and event driven syncing for assessment completion and status changes. Automation rules can apply decisioning steps across pipelines so the same workflow configuration drives evaluation throughput at scale. RBAC and audit log records cover administration actions, which helps governance teams keep configuration and user activity attributable.
A tradeoff is that deeper customization of question logic and scoring often requires careful configuration inside HireVue’s workflow model rather than free form scripting. HireVue fits situations where recruiting teams need consistent video assessment steps and traceable governance for each pipeline. It is also a strong fit when integration depth with ATS or HRIS must carry candidate identity and stage transitions into the assessment system without manual reconciliation.
- +Video assessment artifacts stored as structured evaluation inputs
- +API and event hooks support status sync and provisioning
- +RBAC and audit logs document screening configuration changes
- +Workflow rules enforce consistent candidate routing at scale
- –Custom scoring logic can be constrained by workflow configuration
- –Throughput depends on admin setup quality and template discipline
Enterprise recruiting ops
Standardize video screens across roles
Lower variability in evaluations
HRIS integration teams
Sync candidate stage events automatically
Reduced manual handoffs
Show 2 more scenarios
Compliance and governance teams
Track admin actions on screening
More defensible audit evidence
Uses RBAC controls and audit log trails for provisioning, configuration changes, and access usage.
High volume hiring teams
Route candidates at throughput scale
Faster screening cycle time
Applies workflow automation rules to move candidates through defined stages without manual review.
Best for: Fits when teams need video screening workflows with RBAC, audit logs, and API driven sync.
Karat
technical assessmentsTechnical interview and pre-employment assessment workflows with structured question delivery and candidate performance recording.
Assessment scoring configuration tied to role-specific hiring workflows and exported decision outcomes.
Karat is a pre-employment software focused on managed hiring workflows, scoreable assessments, and decision-ready reporting. Integration is driven through a clear automation surface, including API and webhook-style events for candidate and job lifecycle synchronization.
The data model centers on applicants, roles, interview or assessment steps, scoring rules, and outcomes that can be mapped into HR records. Admin configuration emphasizes governance controls such as role-based access, controlled workflows, and audit visibility for changes and actions.
- +API and automation events support candidate lifecycle synchronization
- +Configurable assessment and scoring schema supports consistent decisions
- +RBAC-style permissions help separate hiring admin and reviewer access
- +Audit visibility supports traceability for workflow and outcome changes
- –Workflow configuration can require careful schema and step mapping
- –External HR mapping depends on integration design for each ATS or HRIS
- –High-throughput parallel review flows can complicate version control
- –Limited visibility into raw scoring inputs may hinder deep audits
Best for: Fits when mid-market hiring needs programmable workflow automation with controlled scoring and audit trails.
Onfido
ID verificationIdentity verification and document checks for pre-employment use cases with automated risk signals and verification status outcomes.
Programmable verification run and results endpoints with event-driven automation hooks.
Onfido performs identity verification by turning submitted documents and live biometrics into risk and match signals for pre employment decisions. Onfido integrates through documented APIs that support workflow configuration, applicant lifecycle events, and result retrieval.
The data model centers on verification runs, checks, and output artifacts, which helps teams map outputs into internal hiring decision schemas. Automation and admin controls focus on configuration, role-based access patterns, and auditability across applicant processing and provider interactions.
- +API supports applicant and verification run lifecycle events for automation
- +Consistent verification data model for mapping results into hiring schemas
- +Extensible check configuration for document and biometric workflows
- +Audit trail supports governance over verification runs and outcomes
- –Pre employment decisioning requires internal policy logic outside Onfido
- –Higher operational effort to standardize schemas across multiple locations
- –Throughput tuning can demand careful batching and callback handling
- –RBAC coverage depends on integration choices for downstream systems
Best for: Fits when HR teams need API-driven identity checks with strong auditability and governance.
Checkr
background checksBackground screening orchestration for pre-employment with order management, compliance controls, and candidate status updates.
Checkr API order provisioning with structured case status updates for automated screening workflows.
Checkr targets pre employment screening workflows with a documented API for candidate intake, order provisioning, and status updates. Integration depth shows up in identity and screening data handling, including configurable report fields and consistent schema across common background checks.
Automation and governance rely on rules tied to job role and stage, with admin controls for managing users, permissions, and case visibility. Extensibility is primarily through API driven orchestration rather than UI only workflows.
- +API supports screening order lifecycle with status and event style updates
- +Configurable fields and data structures keep report outputs consistent across checks
- +Automation supports role and stage mapping for repeatable screening processes
- +Admin controls support permission scoping for case access and actions
- –Schema coverage varies by check type, requiring integration testing per workflow
- –Higher governance needs may require custom orchestration around user workflows
- –Throughput tuning can be nontrivial when batching orders at scale
- –Some edge case handling depends on operational process, not API guarantees
Best for: Fits when mid-market teams need API driven screening provisioning with strong admin control and automation.
GoodHire
background checksPre-employment background screening and hiring compliance workflow with candidate screening orchestration and reporting outputs.
Configurable screening workflow states tied to an API-driven provisioning model.
GoodHire focuses on pre-employment screening workflows with a documented automation surface and a structured data model for candidate checks. It supports integrations that connect screening results into HR systems, keeping onboarding decisions consistent across teams.
Admin controls cover configuration, workflow governance, and access boundaries for screening operations. Auditability and extensibility options center on how data and statuses move through provisioning and ongoing processing steps.
- +Integration-first screening workflow with configurable stages and status mapping
- +Clear data model for candidate screening fields and outcomes
- +Automation options for task routing based on screening status
- +Admin controls include role-based access and configurable workflows
- –API surface coverage can lag behind complex edge-case screening policies
- –Extensibility depends on available schema fields for custom check data
- –Throughput tuning requires careful queue and vendor coordination
- –Approval governance can feel coarse for multi-tenant departmental setups
Best for: Fits when mid-market HR needs controlled screening automation with integration and governance.
Validity
screening compliancePre-employment screening compliance workflows that manage background check ordering, candidate communications, and adjudication evidence.
API and webhook-style workflow status events tied to a configurable screening data model.
Validity centers pre-employment screening workflows on a configurable data model for candidates, jobs, and checks. Integration depth shows up through API-driven onboarding, schema mapping, and event-driven updates that support HR systems and identity sources.
Automation and governance focus on auditability, role-based administration, and controlled provisioning of screening orders. Extensibility is expressed through configurable workflows and programmable surfaces for status changes and result delivery.
- +API-first orchestration for candidate, order, and status updates
- +Configurable data model for roles, checks, and job-context mappings
- +Audit log coverage for screening lifecycle changes and administrative actions
- +RBAC controls separate admin tasks from operational operators
- –Schema mapping complexity increases with custom job-check requirements
- –Workflow configuration can require careful design to maintain throughput
- –API-driven integrations need disciplined error handling for retries
- –Admin governance granularity may need multiple role assignments
Best for: Fits when mid-size employers need API orchestration and audit-ready governance across screening workflows.
AuthenticID
ID verificationAI-assisted identity verification for onboarding and pre-employment checks with automated liveness, document validation, and status reporting.
Schema-driven verification evidence model with audit-logged workflow transitions.
AuthenticID performs identity verification and pre-employment screening workflow execution for hiring teams. Integration depth centers on schema-driven data ingestion for candidate identity, status, and evidence artifacts used by downstream checks.
Automation and extensibility are exposed through an API and workflow configuration that supports provisioning, role-based access, and controlled handoffs. Admin governance focuses on auditability of verification actions and centralized configuration of screening steps across requisitions.
- +API-first ingestion for identity and verification evidence artifacts
- +Configurable screening steps aligned to a consistent data model schema
- +RBAC controls for workflow access by admin, recruiter, and verifier roles
- +Audit log records verification actions and workflow state changes
- –Limited visibility into throughput controls for high-volume screening batches
- –Extensibility depends on the supported schema fields for custom evidence
- –Workflow customization can require careful configuration to avoid state mismatches
- –Integration depth varies across external screening partners and adapters
Best for: Fits when mid-size hiring teams need API automation with controlled governance for identity screening.
Greenhouse
ATS enterpriseApplicant tracking system with configurable hiring stages, structured candidate fields, automation rules, and integration support for screening steps.
Event webhooks plus workflow action endpoints for automation around stage changes.
Greenhouse fits organizations standardizing hiring data flows and approvals across sourcing, interviews, and offer stages. Greenhouse offers a structured candidate and job requisition data model that supports configurable workflows and role-based access.
Automation and API integrations cover job and candidate synchronization, workflow actions, and event-driven updates for downstream systems. Admin governance centers on RBAC controls and audit visibility across configuration and operational changes.
- +Strong integration depth via documented REST APIs and event webhooks
- +Clear schema for candidates, jobs, stages, and requisitions across environments
- +Workflow configuration supports consistent approvals and stage transitions
- +RBAC and audit logging support governance for admin and ops roles
- –Complex configuration can require careful change management
- –API breadth is strong for core objects but limited for custom workflows
- –Extensibility often depends on middleware for data normalization
- –Reporting of automation effects can require additional instrumentation
Best for: Fits when mid-market teams need governed hiring workflows with API-driven provisioning.
How to Choose the Right Pre Employment Software
This buyer's guide covers Pre Employment Software tools across applicant workflows, video assessment workflows, identity verification, and background screening orchestration. It references Hireology, Spark Hire, HireVue, Karat, Onfido, Checkr, GoodHire, Validity, AuthenticID, and Greenhouse with concrete capabilities tied to integration and governance.
The guide focuses on integration depth, the data model for candidate and job context, automation and API surface for provisioning and status events, and admin and governance controls like RBAC and audit logs. Each section translates those mechanics into evaluation steps and concrete selection signals for teams handling governed screening at scale.
Pre employment workflow orchestration that turns identity and screening into governed candidate decisions
Pre Employment Software connects candidate intake to structured verification, assessment, and screening steps, then moves results into consistent candidate states and decision-ready outputs. Tools like Hireology model screening steps as candidate and requisition states so workflow automation remains consistent across high-volume roles.
Other tools specialize in specific evidence types, like Onfido for programmable verification run and results endpoints and Checkr for background screening order provisioning with structured case status updates. Teams typically use these systems to coordinate checks, retain auditable artifacts, and automate handoffs from recruiters to compliance and hiring approvals.
Evaluation criteria mapped to integration, data schema, and governed automation
Integration depth matters because pre employment workflows break when candidate fields, job context, and status events do not map cleanly between systems. Hireology and Greenhouse emphasize API-driven status and event synchronization on structured objects like candidates, jobs, and requisitions.
The data model and automation surface matter together because routing, stage transitions, and decision artifacts must remain consistent under retries and batch processing. Spark Hire, HireVue, Karat, Validity, and AuthenticID tie workflow steps and evidence to structured schemas, while Checkr and GoodHire emphasize order lifecycle and status mapping for screening checks.
Status and event model for governed stage transitions
Hireology ties candidate stage automation to screening completion events mapped to a structured status schema, which keeps requisition to offer logic consistent. Greenhouse provides event webhooks plus workflow action endpoints to automate stage changes in a governed hiring flow.
API-driven provisioning and lifecycle orchestration
Checkr provides documented API order provisioning and structured case status updates that support automated screening workflows. Onfido adds programmable verification run and results endpoints with event-driven automation hooks.
Schema-driven candidate, job, and evidence data model
Spark Hire uses a structured data model for roles, prompts, and interview steps so submissions and evaluation inputs attach to the correct requisition pipeline. AuthenticID uses a schema-driven verification evidence model with audit-logged workflow transitions.
Automation hooks that cover invites, submissions, review, and decision steps
Spark Hire automation hooks cover invite, submission, review, and decision steps, which reduces manual coordination in video workflows. HireVue routes candidates based on structured assessment results and video responses using configurable workflow rules.
RBAC and audit log coverage for screening configuration and actions
Hireology supports RBAC-style permissions plus audit logging for workflow and governance traceability. HireVue and Karat both use role-based access and audit logs to track who configured screenings and who took key actions.
Extensibility and integration readiness via workflow triggers and extensible events
Validity offers API and webhook-style workflow status events tied to a configurable screening data model, which helps connect internal systems to screening lifecycle updates. Karat supports API and automation events for candidate and job lifecycle synchronization with decision-ready outputs.
Select by integration depth, data schema fit, and automation control depth
The selection process starts with the workflow you need to run and the evidence you must attach to each candidate stage. Hireology fits when screening steps must become consistent candidate and requisition states, while Spark Hire and HireVue fit when video assessment evidence must drive routing and decision steps.
Next, validate the data model boundaries and the automation surface available through API and workflow triggers. This is where schema alignment risk shows up most, especially in tools that constrain schema customization to workflow elements or role-bound scoring configuration like Spark Hire and HireVue.
Define the governed states that must change automatically
List every stage where candidate status must update, like invite sent, identity check complete, background report returned, review complete, and offer decision. Hireology excels when those states map to screening completion events under a structured status schema, and GoodHire supports configurable screening workflow states tied to an API-driven provisioning model.
Map the exact data model objects that must sync across systems
Identify which systems are the system of record for candidates, jobs, requisitions, and evidence artifacts, then test whether tools model the same objects with compatible field names and status identifiers. Spark Hire and HireVue tie submissions and video responses to structured workflow prompts, while Onfido and AuthenticID center their models on verification runs and evidence artifacts.
Confirm API and webhook event coverage for each workflow transition
Enumerate every automation that must be triggered externally, including provisioning requests, callbacks, status updates, and decision outcomes. Checkr supports screening order lifecycle updates via API-driven orchestration, while Validity and Greenhouse provide API and webhook-style status events plus event-driven updates for downstream systems.
Validate governance controls for configuration changes and operator actions
Require RBAC controls that separate admin configuration from operational operators, and require audit logs that capture who changed workflow configuration and who took key actions. Hireology uses RBAC-style permissions plus audit logging, and HireVue adds auditability for screening configuration changes and key user actions.
Stress test schema and scoring constraints against real workflow variations
Model multi-region or multi-role variations before committing, because workflow and policy setup can require careful configuration in tools like Hireology. Spark Hire and HireVue can constrain bespoke scoring logic by workflow configuration, and Karat requires careful schema and step mapping for workflow configuration.
Plan for throughput, retries, and error handling at batch scale
Use tools with explicit automation hooks and clear lifecycle events so callbacks remain traceable when operations scale. Validity flags that API-driven integrations need disciplined error handling for retries, and Onfido notes throughput tuning can require careful batching and callback handling.
Teams by workflow profile and governance needs
Pre Employment Software fits teams that must coordinate evidence-backed screening steps and push outcomes into governed hiring workflows. The best fit depends on whether the primary workflow is background screening orders, identity verification runs, video assessments, or a unified governed pipeline across those stages.
The audience segments below align to the tools each review calls out as best for specific operating models.
Mid-size recruiting operations running governed, API-connected screening workflows at scale
Hireology fits when screening steps must become consistent candidate and requisition states under configurable workflow automation. Greenhouse is also a strong fit when governed hiring stages and approvals must connect via API provisioning and event webhooks.
Hiring teams that use video interviews as structured evidence with auditable evaluation steps
Spark Hire fits teams that need prompted video interviews with configurable evaluation steps per requisition and automation across invite, submission, review, and decision steps. HireVue fits teams that route candidates based on structured assessment results and video responses with RBAC and audit logs for configuration and actions.
Mid-market teams requiring programmable assessment scoring tied to role-specific workflows
Karat fits teams that need assessment scoring configuration tied to role-specific workflows and exported decision outcomes with audit trails. Its RBAC-style separation and audit visibility support controlled reviewer access and traceability for workflow and outcome changes.
HR teams prioritizing API-driven identity checks with strong auditability
Onfido fits teams that need programmable verification run and results endpoints with event-driven automation hooks and a consistent verification data model for mapping results. AuthenticID fits when teams need a schema-driven verification evidence model with audit-logged workflow transitions.
Mid-market teams orchestrating background screening orders with admin-controlled provisioning
Checkr fits teams that need API order provisioning with structured case status updates for automated screening workflows. GoodHire fits teams that need controlled screening automation with configurable stages and status mapping plus RBAC, audit log support, and workflow governance.
Common implementation pitfalls that break automation, mapping, or governance
Most implementation failures in pre employment automation show up as schema mismatch, incomplete automation coverage, or weak governance boundaries. These pitfalls recur across tools that rely on configurable workflow states and API-driven orchestration.
The corrective tips below point to tools that handle each requirement more directly and describe why the failure mode matters for governed screening operations.
Assuming workflow configuration covers custom scoring and routing without constraints
Bespoke scoring logic can require external orchestration in Spark Hire and schema and workflow configuration can constrain scoring logic in HireVue. Karat provides role-specific scoring configuration tied to workflows, which reduces the need for external glue when scoring logic aligns to supported schema rules.
Skipping schema alignment tests between candidate fields and status identifiers
Hireology requires schema alignment so candidate fields and statuses match reliably, and Spark Hire limits schema customization to workflow elements rather than arbitrary objects. Validity and Greenhouse require careful schema mapping for job and screening context, so field-level mapping tests should run before rollout.
Underbuilding governance for configuration changes and operator actions
When audit visibility is missing, teams lose traceability for screening configuration changes and who took key actions, which is a gap that RBAC and audit logging are designed to address in Hireology and HireVue. Karat and AuthenticID both emphasize audit visibility for workflow and verification actions, which supports controlled change management.
Treating screening lifecycle automation as vendor-only without retry and callback handling
Validity flags that API-driven integrations need disciplined error handling for retries, and Onfido notes throughput tuning can demand careful batching and callback handling. Tools like Checkr and Greenhouse provide lifecycle-oriented status updates and event-driven updates, which supports building retry-safe orchestration around structured case status.
Designing multi-region policy variations without a configuration plan
Hireology notes workflow and policy setup requires careful configuration for multi-region variations. For high variation environments, predefine workflow versions, step mappings, and audit expectations so stage automation and routing remain consistent across regions.
How We Selected and Ranked These Tools
We evaluated Hireology, Spark Hire, HireVue, Karat, Onfido, Checkr, GoodHire, Validity, AuthenticID, and Greenhouse using criteria tied to features, ease of use, and value. Each tool received an overall score as a weighted average where features carried the most weight, while ease of use and value accounted for the remaining share. This ranking reflects criteria-based scoring from the provided product capability details and governance and automation mechanics described for each tool.
Hireology separated itself by delivering candidate stage automation tied to screening completion events mapped to a structured status schema, and that capability pushed its score upward on the features side because it directly strengthens integration breadth and control depth for status and event synchronization.
Frequently Asked Questions About Pre Employment Software
How do pre-employment tools model candidate status across screening stages?
Which tools provide API-driven workflow automation instead of UI-only screening steps?
What integration patterns work best for syncing screening outcomes into HR systems?
Which vendors support SSO and how is access controlled for admins?
How is auditability handled for screening configuration and evidence retention?
What data migration work is usually required when switching from a legacy pre-employment process?
Can these tools route candidates based on assessment responses and scoring rules?
How do identity verification workflows differ from background screening workflows in these systems?
What extensibility options are available for custom orchestration and workflow triggers?
Conclusion
After evaluating 10 employment career, Hireology stands out as our overall top pick — it scored highest across our combined criteria of features, ease of use, and value, which is why it sits at #1 in the rankings above.
Use the comparison table and detailed reviews above to validate the fit against your own requirements before committing to a tool.
Tools reviewed
Primary sources checked during evaluation.
Referenced in the comparison table and product reviews above.
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