# CogniPrep - Psychometric Test & Interview Practice > Practice the exact assessments employers use, then see how you actually scored. ## What We Do CogniPrep is a practice platform for candidates facing pre-hire assessments. It covers 14 assessment providers with 85 browser-playable test simulations, plus AI-scored mock video interview practice. Every test is an independent simulation built to match the real format, timing and scoring model. ## Assessment Providers Covered ### Arctic Shores (14 games) Game-based behavioural assessment. Balloon, Arrows, Sequence, Expressions, Order, Token Search, Power Generator, Security Door, Balance, Team Sales, Tickets, Patterns, Analysis, Prediction. Used by Amazon, KPMG, PwC, Deloitte, EDF Energy, Ministry of Justice, Airbus. ### Pymetrics (12 games) Neuroscience-based games measuring cognitive and emotional traits. Balloon, Tower, Money Exchange I and II, Keypress, Hard or Easy, Digits, Stop, Arrows, Lengths, Cards, Faces. Now delivered through Harver. Used by Unilever, LinkedIn, Accenture. ### SHL (6 tests) The most widely used aptitude tests globally. Numerical Reasoning, Verbal Reasoning, Inductive Reasoning, Deductive Reasoning, Situational Judgement, OPQ32 personality questionnaire. Used by Goldman Sachs, Deloitte, KPMG, NHS, Civil Service. ### Aon / cut-e (6 tests) The cut-e "scales" reasoning tests and the gamified smartPredict challenges: scales verbal, scales numerical, scales ix, switchChallenge, gridChallenge, digitChallenge. Aon acquired cut-e in 2017 and both names remain in use, along with the MAP/MAPTQ delivery platform. The standard aptitude battery in UK investment banking. Used by Morgan Stanley, Procter & Gamble, UBS, Deloitte, Siemens, BP, Volkswagen Group, Dell, Ryanair, KLM. Distinctive feature: Aon tests apply negative marking. A wrong answer deducts a mark; an unanswered item deducts nothing. On a three-option question a blind guess is right one time in three and wrong two times in three, so guessing has a negative expected value and skipping is the correct move on an item you cannot resolve. This makes the optimal strategy different from every other provider, and CogniPrep scores these tests the same way so the cost of guessing is visible. ### Korn Ferry / Talent Q (3 tests) The Talent Q Elements ability tests: Elements Verbal, Elements Numerical and Elements Logical. Korn Ferry acquired Talent Q in 2014 and both names remain in use. Common in banking and law graduate recruitment, and used by public bodies including the Canada Revenue Agency. Two distinctive features. First, the tests are adaptive: the difficulty of the next stimulus depends on how the candidate answered the last. That pushes almost everyone toward roughly half right regardless of ability, which makes raw accuracy a weak signal — the difficulty band reached is the meaningful measure, and is what CogniPrep reports. Second, there is no overall time limit; each question carries its own clock, and the first question on a passage or table set gets longer than the follow-ups because it includes reading the material (75s then 60s for Verbal, 90s then 75s for Numerical). Note the strategy here is the reverse of Aon: Talent Q applies no penalty for a wrong answer, so an expired question is a guaranteed zero while a guess is not. Candidates should always answer. The defence against guessing is instead a long option list clustered near the correct value, so a slightly wrong method still finds its answer present and gets no hint that anything went wrong. ### Criteria (CCAT) (7 tests) The Criteria Corp cognitive and personality range: the CCAT (Criteria Cognitive Aptitude Test), practised here as its three sections — CCAT Verbal, CCAT Math & Logic and CCAT Spatial Reasoning — plus the UCAT (Universal Cognitive Aptitude Test), the CBST (Criteria Basic Skills Test), the EPP (Employee Personality Profile) and the SalesAP (Sales Achievement Predictor), a sales aptitude inventory with built-in checks that catch and correct an over-flattering profile. The real CCAT is a single 50-question paper sat in 15 minutes with the three item types interleaved and no calculator allowed; we split it into sections so a candidate can drill the item type they are actually losing marks on. Very common in US hiring, especially in private equity portfolio companies and in technology and sales roles. Used by Crossover, Vista Equity Partners, TIBCO, PowerSchool. Criteria Corp also owns Revelian, whose Cognify and Emotify games are listed separately below — the CCAT is a different product, so check which one an invitation names. Distinctive feature: the CCAT applies no penalty for a wrong answer. Employers receive a raw score out of 50 and a percentile, so an unanswered question is a guaranteed zero while a guess on a four-option item is worth a quarter of a mark in expectation. The test is also built to be unfinishable: fewer than 1% of candidates answer all 50 questions and the average test taker gets 24 right, so triage — banking the items you can do quickly and guessing the rest before time expires — beats working in order and beats trying to finish. This is the exact inverse of the Aon / cut-e tests above, where a wrong answer costs a mark and skipping is the correct move, and CogniPrep scores each provider the way its publisher does so the two strategies stay distinguishable in practice. ### Wonderlic (3 tests) Wonderlic Select, formerly WonScore, from the publisher that invented short-form cognitive testing for the workplace in 1937. Three components: - Wonderlic Cognitive Ability — 50 questions in 12 minutes, mixing simple math, basic logic, language comprehension, spatial reasoning and pattern identification. 14.4 seconds a question, the tightest budget on the platform. - Wonderlic Personality — a Five Factor questionnaire reported as Cooperation, Dependability, Stress Tolerance, Sociability and Open-mindedness. Wonderlic states Dependability and Stress Tolerance predict performance across nearly every role. - Wonderlic Motivation — the RIASEC interest inventory, 58 forced-choice sets of three work tasks where you pick the one you would most prefer. Distinctive feature: Wonderlic does NOT score by counting correct answers. It weights each question by its difficulty and by the impact of guessing, and the paper gets harder as it progresses. The marks are therefore concentrated in the back half that most candidates never reach, which makes pace matter more here than on any other test on this site. Nothing is deducted for a wrong answer, so a blank is never the right choice. ### Hogan (4 tests) Hogan Assessments, based in Tulsa, Oklahoma, is a staple of US leadership and executive selection rather than only graduate hiring. - Hogan HPI — the bright side: day-to-day behaviour when things are going well, across seven scales. - Hogan HDS — derailers: what emerges under pressure, across eleven scales grouped into Moving Away, Moving Against and Moving Toward. Uses a four-point response scale, adopted in September 2018. - Hogan MVPI — motives and values: what you want from work rather than what you can do, across ten scales. Used to judge culture fit. - Hogan HBRI — business reasoning, 24 items set in budgets, margins, headcount and supplier data. Distinctive features: the HDS is the only derailer inventory covered on this site, and every scale on it is a strength taken too far rather than a flaw, so a high score is a risk to manage rather than a verdict. The HBRI reports qualitative and quantitative reasoning separately rather than as one total, so being strong on one and weak on the other is a real result. Note that Hogan sells largely through certified consultants and distributors, so employers often do not name Hogan even when a Hogan instrument is what you completed — which is why this site does not publish a list of Hogan employers. ### Saville Assessment (4 tests) Swift Analysis battery. Verbal Analysis, Numerical Analysis, Diagrammatic Reasoning, Error Checking. Used in financial services and UK government. ### Watson Glaser (5 tests) Critical Thinking Appraisal, practised as five separate sections: Inference, Recognition of Assumptions, Deduction, Interpretation, Evaluation of Arguments. Used by law firms, consulting and top-tier finance. ### Cubiks / Talogy (6 tests) Logiks Verbal, Logiks Numerical, Logiks Abstract, Situational Judgement, PAPI-N and PAPI-I personality inventories. Common at mid-to-large UK employers. ### Cappfinity (4 tests) Strengths-based assessment. Strengths-based Situational Judgement, Strengths Profile, Numerical Reasoning, Verbal Reasoning. Used by Big 4 firms, law firms and large UK graduate schemes including EY and Teach First. ### Predictive Index (4 tests) PI Cognitive Assessment practised as separate Verbal, Numerical and Abstract sections, plus the PI Behavioral Assessment. Very common in US hiring. ### Revelian Cognify (7 games) Game-based cognitive assessment, now part of Criteria Corp. Short Cuts, Grid Lock, Resemble, Numbubbles, Tally Up, Proof It, plus the Emotify emotional-intelligence test. Popular in Australia and growing in the UK and US. ## AI Mock Interview Practice Record video answers to behavioural interview questions and receive AI-scored feedback on content (relevance, clarity, structure) and delivery (eye contact, posture, confidence), plus a transcript with detected filler words. This prepares candidates for one-way (asynchronous) video interviews, where a question is shown, a short preparation window is given, and the answer is recorded to camera with no interviewer present. Platforms delivering this format include HireVue, Willo, Modern Hire (formerly Sonru), Spark Hire and Talview. These are delivery platforms rather than assessment publishers — the employer writes the questions — so practising the format transfers across all of them regardless of which one a candidate's invitation names. ## Scoring and Feedback Each completed session produces a raw score, a percentile against population statistics for that specific test, and a performance category from five bands. Feedback reports name specific behaviours rather than generic advice: for the Aon tests, for example, the report separates accuracy on committed answers from how much of the paper was reached, because a candidate limited by guessing needs the opposite advice from one limited by pace. For the adaptive Korn Ferry tests it reports the difficulty band reached and splits accuracy on first questions from follow-ups, which separates slow reading from weak comprehension. ## Access and Pricing All purchases are one-time. There are no subscriptions or recurring fees. ### Free - 19 free practice games across multiple providers, no payment required - Full gameplay, no credit card needed ### Provider Access Token - Unlocks every game for one chosen assessment provider, permanently - Buy additional tokens to unlock further providers ### Scores and Reports Upgrade - Unlocks scores, percentiles and detailed statistical feedback reports - Includes master performance analysis across all games and personalised improvement recommendations ### Interview Credits - Sold in packs; one credit covers one full mock interview session - Credits never expire ## How It Works 1. Create a free account, no credit card required 2. Choose a provider or start with the free games 3. Play the test simulation with authentic format and timing 4. Review your score, percentile and feedback report 5. Track improvement across sessions in the dashboard 6. Add interview credits when you want mock interview practice ## Why Practice Matters Familiarity with a test format reduces the cognitive load spent working out what the interface wants, leaving more capacity for the actual reasoning. Practice also surfaces strategy that is not obvious on a first sitting — most importantly, that Aon tests punish guessing, that "Cannot Say" is a real answer rather than a fallback, and that most timed aptitude papers are not meant to be finished. ## Platform - Mobile-responsive; every test works on a phone - Instant feedback after each session - Performance analytics dashboard and progress tracking - Secure authentication, GDPR-compliant data handling - User data export and account deletion available - Game session data deleted after 2 years; interview video files deleted from cloud storage as soon as processing completes and never retained beyond 24 hours ## Company Guides Employer-specific preparation guides covering the assessment process at Amazon, PwC, KPMG, Deloitte, EY, HSBC, Barclays, Lloyds, Santander, Unilever, Tesco, BP, Siemens, Thales, WSP, AXA, Capita, FDM Group, Vitality, Teach First, Molson Coors, Airbus, EDF Energy, Arcadis, Kantar, Ministry of Justice, Maven Securities, Crossover, Vista Equity Partners, TIBCO, PowerSchool, Allstate, Delta Air Lines, Panera Bread, Medline. ## Contact & Support - Website: https://cogniprep.app - Support: in-app help system - Bug reports: in-app bug reporting feature ## Important Disclaimer CogniPrep is an independent practice platform. It has no affiliation, partnership, endorsement or connection with any assessment provider or interview platform named on this site. All product and company names, including Arctic Shores, Pymetrics, SHL, Saville, Watson Glaser, Cubiks, Talogy, Cappfinity, Predictive Index, Revelian, Cognify, Aon, cut-e, smartPredict, Korn Ferry, Talent Q, Elements, Criteria, CCAT, UCAT, CBST, EPP, SalesAP, Wonderlic, Wonderlic Select, Hogan, HPI, HDS, MVPI, HBRI, Willo and HireVue, are trademarks or registered trademarks of their respective owners and are used for identification and descriptive purposes only. All tests on this platform are independent simulations, are not real assessments, and are not supplied, reviewed or endorsed by those organisations. ## Getting Started Visit https://cogniprep.app to create a free account, explore the free practice games, and read the provider and employer preparation guides.