Pre-employment assessments your whole hiring team runs from one dashboard

An IQ test estimates general intelligence and reports one IQ number. A pre-employment cognitive ability test measures the reasoning a job needs, such as working with figures, reading closely or spotting patterns, and reports a score for each area. Our business tests are cognitive ability tests for hiring, with their own questions, kept apart from the IQ Metrics IQ test for individuals. Results are scores, bands, rank and percentiles, never an IQ number.

Start with General Aptitude for most roles. Add Numerical Reasoning where the job works with figures and tables, Verbal Reasoning where it reads policies or writes to customers, Logical or Abstract Reasoning for problem-solving and technical roles, and Attention to Detail for data entry and checking work. Role templates combine these for common jobs.

Short enough that good candidates finish it. Each ready-made test takes 10 to 20 minutes, and the assessment builder warns you when an assessment goes over 40 minutes, because longer tests lose more candidates before the end.

Hiring research counts reasoning tests among the better single predictors of how someone will do in a job, especially in roles that need learning and problem-solving, and they work best beside a structured interview. That is why each report includes interview questions for the weaker areas, and why a score is one input among several, never the only reason for a decision.

Yes, in the United States and Europe, when the test measures abilities the job needs and every candidate takes it the same way. In the United States, an employer should be able to show that a test is job-related, and should check that it does not screen out one group far more often than another; the four-fifths rule is a common first check. In the UK and the European Union, equality law also forbids a test that puts a protected group at a disadvantage without good reason, and candidates’ answers are personal data under the GDPR. Our results give scores and bands, never an automatic rejection, and a person makes every decision. For the rules in your country, ask your own legal adviser.

No. Recruiters do everything in the company dashboard: build assessments, invite candidates, read results and export them. The API is there when you want to connect your own systems.

Yes. Every account starts in the sandbox, with sample questions, and no email ever reaches a real candidate. Invite yourself and take the test to see exactly what candidates see and what you get back. Live mode opens once our team has checked your company.

Company accounts hold candidates’ personal data, so we need to know which organization an account belongs to. A company address ties the account to your organization, lets colleagues join safely, and keeps out fake sign-ups.

Yes. Write them in the editor or upload a CSV, group them into skills, and add a section of them to any assessment beside our categories. Results show where each section came from, and your questions are never shared with another company.

Questions arrive one at a time from our server against a server clock, each candidate gets a different set, and copying and pasting are blocked. Leaving the page, leaving full screen, switching device or network, screenshot keys and very fast answers are recorded as signals. Signals never change a score: they tell you what to ask about in the interview.

No. Our tests use no webcam and no screen recording. Integrity comes from how the test runs instead: questions arrive one at a time from our server, the clock runs on our server, each candidate gets a different set of questions, and events such as leaving the page are recorded as signals for you to review.

Their personal link, an up-to-date browser and a steady connection. No account and no download. A computer is best for longer tests, and phones and tablets work too. The invitation email lists all of this.

That is your choice for each assessment. With going back allowed, candidates get Previous and Next, a map of every question, mark for review and a review screen before they finish. Both settings are on by default.

Yes. You can give a candidate 25%, 50% or 100% extra time as an accommodation, before or after inviting them. Each change is recorded in the audit log.

You upload the student list and print admit slips. On the day, students open the drive’s page on the college computers and sign in with their roll number, the code on their slip and the room code shown on the supervisor’s screen. A teacher can run the board with a link and a PIN, and results come back by drive.

Your company does. We hold and process candidates’ data for you under a data processing agreement, you set how long results are kept, and you can delete a candidate and everything linked to them at any time.

From our own question bank, written for these tests. Each question is reviewed, then tried unscored with real candidates before it counts, and questions that prove too easy, too hard or too widely seen are flagged for replacement.