We are here to help companies optimize their technical recruitment processes to get stronger hiring signals and better hiring experiences for their candidates.

Individuals who passed on their first attempt

Individuals who passed on their second attempt

Individuals who passed on their third attempt

Individuals who passed on their fourth attempt

Individuals who needed more attempts

Individuals who failed

Aptitude tests

Aptitude tests are used to predict how well candidates will perform a particular job or task. They usually examine abilities such as problem-solving and maths.

Job task tests

It's common for job candidates to take tests that assess how well they'd perform a key task in the job they've applied for.

Personality assessments

Employers use personality tests to find out if a candidate's personality type suits the position they have applied for.

Skills and knowledge tests

These tests help employers find out the skills and knowledge candidates have in particular subjects.

Before test

• Exercise is the key to success. Just take as many tests as you can.
• SHL Direct - Practice tests
• Practice Reasoning - Psychometric tests
• 16 Personalities - Personality tests
• The Balance Careers - Pre-employment tests
• WikiJob - Aptitude tests

On the day of the test

• Listen carefully to instructions, but don't be afraid to ask questions if you don't understand what you need to do.
• Try to concentrate on each question, but don't waste time on difficult questions if you get stuck. It's better to move on and come back to them at the end if you have time.
• Don't worry if you don't finish the test. Just focus on answering as many questions as you can.

Tests aren't the only things that count

• Remember, these tests are only one part of the recruitment process. The person who performs best on tests may not be the most suitable candidate for the job.
• Try to relax beforehand. Unless you know that a particular test will be given, don't try to predict and prepare for tests that you may not need to take.

Apply as a business owner

  Please send your business profile for evaluation to and we will contact you as soon as possible.

Product Details

   is the industry's leading developer testing platform. It helps tech hiring teams accurately and efficiently assess the technical skills of candidates and identify the bestg hires.
  It includes hundreds of programming tasks, multiple languages and features real-life scenarios with varying levels of difficulty.

Survey

  A survey by the Society for Human Resource Management estimates that, at present, 18% of companies use psychometric testing in the hiring process. It was also found that this percentage of users is growing at a rate of 10-15% per year.
  Our research suggests that most companies have a standard hiring regimen:
- recruiters start by reviewing resumes;
- then they draw on various tests, often including psychometric tests, to determine which applicants are the best fit;
- then they move on to phone or face-to-face interviews with the most promising candidates.

Reduced employment cost

  Online applications increase the burden on companies, which may get hundreds of applicants for a single opening.
Many service companies, including retailers, call centers, and security firms, can reduce costs and make better hires by using short, web-based psychometric tests as the first screening step.
  Such tests efficiently weed out the least-suitable applicants, leaving a smaller, better-qualified pool to undergo the more costly, personalized aspects of the process.

Applicant's qualities and work abilities

  Psychometric tests are designed to test two qualities of the applicant, for example, their personality and their work abilities.
  Personality tests are often carried out by using questionnaires while the ability is measured with tests like logical reasoning, numerical reasoning, mechanical reasoning, verbal reasoning, abstract reasoning, and others.