Canonical GIA Test and Hiring Process

The Canonical hiring process

Canonical hires remotely across dozens of countries, and it runs one process for every role from graduate to VP. You apply to a specific job, answer some role questions, and if a domain expert thinks you might fit, you get a personal dashboard with your assessment and interview plan. The process has three stages.

Canonical says the whole thing takes around three months on average, from application to offer. You can apply to any one job once in 180 days, or to four separate jobs in 180 days, so it pays to pick carefully.

The GIA: the test every applicant sits

The General Intelligence Assessment is the Thomas International aptitude test. Canonical requires it of every applicant and describes it as a five-part assessment of 30 to 45 minutes that measures aptitude, problem solving and speed of learning. In its words it is not an IQ test but a measure of trainability. Because every candidate sits the same test, it is one of the few stages where a strong CV gives no advantage at all.

The five tasks are short and fast, and the scoring rewards speed and accuracy equally. Most people lose marks in two ways: they rush the first task before they have understood the rule, or they slow right down on Word Meaning and Spatial Visualisation because those feel unfamiliar. Each of our task pages explains one part: Reasoning, Perceptual Speed, Number Speed and Accuracy, Word Meaning and Spatial Visualisation.

The written interview

Before most of the interviews, Canonical asks for a written interview tailored to the role. It covers your achievements across your studies and career, and you choose the format and the length. Submissions are reviewed anonymously, without your CV or personal details, and are usually graded by two domain experts. Canonical asks you to use your own words and no online aids, both here and in every later assessment.

Because the reviewers cannot see your CV, the written interview has to stand alone. Give evidence for each claim: grades with context, projects you led, open source work with links, results you can measure. Short, specific answers beat long general ones.

The PPA before the Talent Science interview

At the early interview stage you meet someone from Canonical's Talent Science team to talk about your motivation and career. To prepare, you complete the Personality Profile Analysis, the Thomas behaviour questionnaire: 24 sets of four adjectives, and in each set you pick the word most like you and the word least like you. It produces a DISC profile, not a score, and Canonical uses it to inform the interviews. Answer it quickly and honestly, then read your profile so you can talk about it. Our PPA page explains the three graphs it produces.

How to prepare

Frequently asked questions

Does Canonical use Thomas International?

Yes. The General Intelligence Assessment and the Personality Profile Analysis on Canonical's hiring page are both Thomas International assessments.

Does every Canonical applicant take the GIA?

Yes. Canonical says all applicants are required to complete it, whatever the role. A separate technical assessment is added for some roles.

What score do I need on the Canonical GIA?

Not published. The GIA reports percentiles for each task and overall, and the employer decides how to use them. Aim to be both fast and accurate on all five tasks rather than excellent on one.

How long does the Canonical hiring process take?

About three months on average from application to offer, according to Canonical, with three stages of assessment and interviews.

Can I practise the Canonical GIA?

Yes. Our Thomas practice hub has all five GIA tasks, with the real task order, short clocks and speed-and-accuracy scoring, and the PPA with its three graphs.