Employer Assessment Guides

NATO runs HireVue games for its Internship Programme and YPP. Candidates report Digit Span, Disco Numbers, Numerosity, and Shape Dance.

Blackstone runs two assessments inside the application: the standard 12-game pymetrics battery and a short one-way video interview.

Shell runs four HireVue games for assessed internships. Candidates report Digitspan, Flashback, Puzzle Picture, and Portrait.

BHP uses HireVue video plus games. Candidates report Numerosity and ShapeDance.

PwC CEE runs a HireVue game-based assessment for student and graduate hiring; the exact games are unpublished.

Pfizer Futures candidates report four behavioral questions and three games; the exact titles haven’t surfaced.

Emirates Group runs a gamified HireVue for customer-service hiring: six recorded questions plus Digitspan and ShapeDance.

JetBlue inflight candidates report a HireVue stage with recorded questions, visual-pattern and memory games, and an image-based work-style assessment.

Philips runs a gamified HireVue for shortlisted early-career candidates: one cognitive game plus recorded questions.

Telstra’s HireVue stage includes interview questions plus games; candidates report a three-game set across numerical, puzzle, and emotion tasks.

Unilever’s games vary by region: HireVue ShapeDance and numerical tasks in some markets, pymetrics or Harver in others.

Bishop Fleming trainees sit an online numerical and analysis test, six recorded video questions and an assessment center. No games, and the test publisher is not named anywhere public.

Capgemini’s India Exceller drives include a four-game aptitude round candidates report on CoCubes, an Aon company. Grid and Motion Challenge are the games named. No games outside India.

CBRE’s UK graduate schemes run online job-focused testing, phone screening, an assessment center in December or January, then an interview. Candidates report Arctic Shores for the testing stage; CBRE names no vendor.

Cognizant’s GenC aptitude round runs on Aon’s platform, but Cognizant’s own brochure specs it as a conventional 80-minute, two-section aptitude test. Game reports are single-source and contested.

KPIT’s India campus test is MCQs, an essay and coding with a short game section at the end. Candidates in two drives name Aon; two 2024 drives had no games.

KPMG UK uses no games. Two online assessments — a skills questionnaire and a timed 36-minute reasoning test — then a six-question video interview and Launch Pad.

Mizuho’s UK internship runs through GRB: CV, online testing, recorded video interview, London assessment center. Mizuho names no test vendor; some candidates report Arctic Shores, unconfirmed.

Nomura names Aon as its testing provider for EMEA and Asia ex-Japan applicants; the Americas take no online assessment. The specific Aon modules are not published, and there is no evidence of any game-based battery.

P&G runs a Peak Performance Assessment plus a ~30-minute Interactive Assessment of three timed tasks. P&G names no vendor; the mechanics match Aon’s Digit, Switch and Grid challenges.

Rolls-Royce’s own guidance names Aon chatAssess: an untimed situational judgement exercise, an untimed personality assessment and a timed six-minute logical reasoning test, then a virtual assessment center. The vendor document covers the 2021-22 cycle.

UBS sends four online assessments after you apply: verbal, numerical and inductive-logical reasoning plus UBS Culture Match. Timed tests and an SJT, not games. Seven-day window, no retakes.

Wipro’s India early-career process is a timed aptitude test, an essay and a coding round — no games at any stage. Practice timed aptitude instead.

Accenture names no game vendor. Its UK and Ireland online stage is the Discovery Portal, Accenture’s own untimed assessment; India 2026-batch drives report short gamified puzzle tasks with no platform named anywhere.

Adobe names no psychometric or game-based assessment vendor. Its published assessments are role-shaped — coding challenges, system design, portfolio reviews, creative briefs — and the one platform it names, Phenom, runs a recorded video interview.

Aldi runs no game-based assessment in any region checked. The UK graduate route has two separate testing stages and a recorded “Who am I?” video interview; Aldi names no assessment publisher.

Amazon runs its own assessments — a Work Style Assessment and a Work Sample Simulation, plus a Coding Assessment for SDE roles — and uses no game-based battery. No third-party vendor is named on any Amazon page.

American Airlines names an "AON assessment" as a step-1 requirement for flight attendant hiring, but publishes nothing about what it contains and there is no evidence it includes Aon's game-based tasks. No vendor is named for corporate, campus or pilot roles.

American Express names HireVue on its own student programs page, but only as the platform delivering two 30-minute live interviews on the US route — there is no evidence, official or reported, that American Express uses any game-based or psychometric assessment.

Apple runs no game-based assessment. The only vendor with any evidence is HireVue, for recorded video interviews in US support roles, and that evidence is dated 2017-2022.

AstraZeneca says it may use a game-based assessment for certain graduate roles but names no platform. The only game vendor ever named by a candidate is pymetrics, in a 2019 forum post, and recent evidence points to conventional ability and situational judgement testing instead.

Bank of America names HireVue for its on-demand video interview and runs a live HireVue tenant, but no game-based assessment is documented in any region and the bank names no provider for its role-dependent assessments.

Barclays names no assessment vendor and runs no evidenced game-based assessment. Its published early-careers process is two short interactive assessments, then an assessment centre; HireVue hosts a live Barclays interview tenant.

BlackRock runs a HireVue one-way recorded video assessment for students and graduates, plus a CodeVue coding test for Software Engineering and Analytics & Modeling roles. There are no games — that is Blackstone, a different firm.

Boeing operates a branded HireVue tenant and candidates report a recorded video round on early-career roles, but the stage is role-dependent and no source names a single game for Boeing.

Capital One runs its own role-routed online assessment and names no third-party provider. No game-based assessment vendor is evidenced anywhere for Capital One, so there is no game to practice — prepare the case, the behavioral examples and, for technical roles, a coding assessment.

Citi runs no game-based assessment. Its published assessment step is a "skills discovery survey" for EMEA and global Services programs or a coding test for Technology programs, with no vendor named.

CommBank's 2026 campus online assessment is three HireVue games — candidates name Shapedance and a number-memorization task — followed by a 7-question one-way video interview. The games replaced an SHL battery in March 2026.

Deloitte uses no game-based assessment in any region we could verify. The UK runs Deloitte’s own Immersive Online Assessment and Job Simulation with no vendor named; Deloitte Canada officially names HireVue for first-round video interviews.

Delta names MakiPeople, Fitme and HireVue for flight attendant hiring, with a recorded HireVue interview. Pilots take an Aon assessment whose instrument is not identified publicly.

Deutsche Bank runs a situational judgement test, a behavioral questionnaire and an ability test, then a pre-recorded video interview. No game-based assessment is evidenced, and Deutsche Bank names no assessment vendor.

Dyson names HireVue as "our partner platform" for its early-careers Digital Assessment, which combines a video interview with a game-based assessment. Dyson does not publish which games, and no verified candidate report names them.

Goldman Sachs names HireVue on its own student process page for a roughly 30-minute recorded video interview, plus HackerRank for engineering applicants. No game-based assessment is evidenced on any route, and the widely repeated pymetrics claim has nothing behind it.

Haleon uses no game-based assessment. Its UK early-careers process is a behavior-based online assessment, a one-way video interview candidates report as HireVue, and a virtual competency interview.

HSBC runs no game-based assessment. Its 90-minute online assessment is a Cappfinity-built work simulation, and its video interviews run on Modern Hire, now HireVue-owned.

IBM names no assessment vendor on its own pages. Its recorded video assessment runs on an IBM-branded HireVue portal; India campus candidates separately report a round of timed mini-games whose vendor is unconfirmed.

Solve is McKinsey’s own assessment — no third-party vendor. Candidates report Redrock plus Sea Wolf at 65 minutes, with the Sustainable Futures Lab added at 85, and a 30-minute version of it at 95. Every module has a timed simulation at /mckinsey-solve/practice.

Candidates report an Aon (cut-e) online assessment for Morgan Stanley's EMEA campus programs and a HireVue video interview more broadly. Morgan Stanley itself names no vendor, and there is no evidence of pymetrics or Arctic Shores.

National Grid names HireVue on its own UK early-careers pages: a recorded video interview plus short games on cognitive, emotional and social traits. It names no individual game; candidates report Numerosity and Shape Dance.

HireVue names Nestlé as a customer of video interviewing since 2012 and says Nestlé implemented game-based assessments — without naming a single game. The best-documented route, UK & Ireland graduate, runs strengths-based online tests Nestlé points candidates to practice on Cappfinity’s hub.

Optiver runs its own Assessment Platform rather than a third-party game vendor. One attempt every eight months across all offices and roles, no resets, no calculators. Section names circulating online are candidate-reported, not Optiver’s.

PwC UK names SHL as the platform for both its online assessment and its video interview — a behavioural profile plus a timed numerical, inductive and deductive test, with no games. The US runs a short untimed work-style questionnaire with no vendor named, and only PwC Central & Eastern Europe uses games.

Qatar Airways runs no game-based assessment. Its official cabin crew requisition names no test and no vendor; candidates report a one-way recorded video interview on an unconfirmed platform, followed by an invitation-only in-person assessment day.

Siemens UK runs a no-CV application, an online behavioral game-based assessment, a conditional recorded video interview, and an assessment centre. Arctic Shores is evidenced by its own Siemens case studies and trade press, but no Siemens page names a vendor and the documented deployments are historic.

Target names HireVue on its own careers site, but only for a recorded video interview — about 30 minutes, no retakes, reviewed by a human. There is no evidence of HireVue games or any other game-based assessment at Target.

Vodafone’s Discover early-careers programme runs on Sova Assessment: one ~40-minute online sitting with a recorded video interview and a gamified pattern-and-sequence reasoning exercise. No individual game is named by anyone, and experienced hires face a non-game battery.

Wells Fargo confirms a recorded On-Demand Screen provided by an unnamed third-party vendor, plus screening assessments for a small number of job types. No game-based assessment is evidenced by any source — official, vendor or candidate.

WTW names HireVue on its own careers pages, but for a recorded video interview rather than games. No WTW page, and no candidate report we could read, evidences a game-based assessment.

UK online exercises and Experience Days, US SHL assessment rules, and the differences that matter before you practice.

Confirmed Arctic Shores evidence for UK early careers, followed by group work and role-specific interviews.

Saudi Elm’s published screening, developer CodeVue and role-specific interviews, with clear limits on game and vendor claims.

US career and internship preparation, with dated candidate assessment reports separated from official requirements.

Graduate trading psychometrics and pit trading, with official Arctic Shores support links and separate quantitative-role context.

Identify the right GE business, then follow the current GE Aerospace route for your role and location.

Prepare for Sanofi interviews, confirmed HireVue use, reported cognitive games and role-specific cases, with clear guidance for early talent and experienced hires.

Graduate Job Insight tasks, technical-scheme assessments and apprenticeship differences.

Current Skills Insight, coding and recorded-interview guidance, with market distinctions.

Graduate selection guidance with distinct preparation for Trading and Quant.

Prepare for Johnson & Johnson assessments and interviews, with verified digital interview guidance, GOLD group cases and regional recruitment differences.

Trainee controller assessments, the BLADE work sample and the separate corporate graduate route.

Understand PNC’s role-dependent screening, development-program interviews, and how to prepare for the opportunity you selected.

Separate S&P Global’s verified skills assessments from historical video-interview reports and prepare for your division’s work.

Explore Westpac’s graduate assessments, video interview and final stages, with Australian and New Zealand differences made clear.

Prepare for ANZ’s early-career games, digital interview, personality questionnaire and leader conversations.

Understand Aon’s own UK recruitment process, including the differences between graduates, internships and apprenticeships.

Compare BNP Paribas’s banking, markets and technology assessment formats and prepare for the program you actually selected.

Official interview guidance separates engineering, product design and consulting cases; assessment details depend on the role.

Role-specific interviews, engineering exercises and distinct early-career and Neurodiversity routes.

US Prudential Financial and PGIM early-talent hiring uses recorded interviews; platform and technical content need role-specific confirmation.

Confirmed UK entry-level Arctic Shores route; other hiring scopes vary.

Graduate tests, interviews and assessment centers vary by program; Commercial applicants have reported Arctic Shores.

Online tests, manager interviews and graduate cases differ across French internships, VIE assignments and specialist roles.

Separate Aston Martin automotive hiring from the F1 team, with role-specific preparation and clearly scoped assessment evidence.

Compare Bank of Singapore’s private-banking career pathways, current eligibility rules and preparation priorities; a current test lineup is not confirmed.

BDO UK confirms task-based assessment and an Arctic Shores demo; Australian early-careers and experienced-hire routes differ.

A role-specific guide to Bendigo Bank applications, assessment preparation and interviews, covering branch and specialist careers.

Official HireVue guidance for graduates, with separate Türkiye game-assessment and experienced-hire routes.

Etihad cabin crew selection includes group activities, assessments and an interview; other recruitment routes differ.

Official operations testing guidance, professional interview stages and preparation tailored to the position.

UK early-career assessment routes and US interview guidance, with practical preparation for each.

Google Hiring Assessment, technical exercises and interview preparation based on official candidate guidance.

Documented HireVue use, UK early-career selection and Australia graduate applications, with local scope clearly separated.

Case interview preparation, regional assessment differences and carefully dated digital-game evidence.

Official Lion HireVue guidance, role-dependent assessments and beverage-industry interview preparation.

Understand STAR interviews, UK assessment days, and the difference between graduate and experienced recruitment.

Prepare for LPU staff recruitment while keeping university jobs separate from student admissions and campus placements.

Understand when Optum uses assessments, how recorded interviews work, and how to prepare for the role you applied for.

Compare trainee interviews, graduate assessment evidence and technical-role preparation without mixing countries or hiring programs.

Choose the right Tesco preparation for your program, role and interview invitation.

Find preparation suited to your TJX country, program and role.

Role-specific Walmart assessments: documented retail simulations, technical interview evidence, and application guidance.

European GMT, CMT, and SMT assessments, programme-specific differences, ABI Day preparation, and published recruitment windows.

Technical and aptitude assessment evidence, interview preparation, and the distinction between engineering trainees and apprenticeships.

Ashurst Perkins Coie uses UK reasoning and workplace assessments; Australian early-career guidance names SHL.

Role-specific coding, case studies and interviews, with Karat confirmed for engineering screening.

BMW publishes separate assessment routes for UK apprentices, German trainees, student placements and professionals.

BP confirms early-careers HireVue video interviews, with online tests and technical selection varying by role and country.

BT Group’s UK early-careers process uses Sapia written responses, a recruiter-reviewed video and role-specific final assessments.

Compare Carnival Cruise Line shipboard and shoreside screening with medical recruitment and Carnival UK assessments.

Citizens confirms HireVue assessments; selected technical early-career programs also use HackerRank.

Empower financial-services hiring can include a role-dependent assessment. Official guidance covers interviews and a separate U.S. internship process.

Role-specific Enovis hiring evidence, including a published Hyderabad graduate assessment stage and preparation for behavioral interviews.

Trainee online assessments and selection days, with Equalture vendor evidence and a separate professional hiring route.

Verified HireVue use, technical CodeVue evidence, and guidance for Globe’s Philippine student, graduate and professional hiring.

Howden insurance hiring varies by role; the documented UK Business Services assessment process is dated 2024. Check the insurance versus engineering identity.

Intel publishes behavioral interview preparation and a general hiring framework. Technical preparation should follow the exact team and vacancy.

Compare L’Oréal’s UK assessments with French interviews and Poland’s SeedZ recruitment route.

Lazard’s published Financial Advisory routes include Criteria-supported assessments; Spring Insight and regional processes differ.

LTIMindtree, now LTM: Indian graduate assessments, technical interviews and drive-specific variations.

McGrathNicol graduate cognitive testing, recorded video and interviews, with Australian and New Zealand scope distinctions.

Morphle Labs engineering interviews, reported campus screening and digital pathology role context.

UK emerging talent confirms games and an interview; other countries and roles vary.

Technical coding assessments, possible nontechnical skills exercises, and interviews that vary by team and region.

Separate flight attendant and student hiring routes, with practical preparation for the relevant assessment and interviews.

Aceve hiring varies by role and business; published evidence supports focused technical or customer-workflow preparation, with limited candidate assessment reports.

GIP includes gamified simulations; ELP and FLP publish different online assessment and interview routes.

Current regional guidance for AECOM graduate assessments and technical interviews.

AFRY interview preparation with country guidance, graduate routes, and role-dependent assessments.

Agoda confirms SHL, HackerRank and Alooba in different teams, with role-specific technical interviews and business cases.

India campus routes, Uganda and Malawi hiring stages, and assessment guidance with country-specific evidence.

Client Service interviews, conditional HeyMilo exercises, and the differences between graduate, internship, and specialist hiring.

Brazil trainee and internship assessments, distinct later stages, and practical guidance for job-specific hiring.

Saudi graduate eligibility, experienced international hiring, and the limits of published assessment information.

Belgian bank hiring evidence, leadership-assessment scope and important distinctions between Argenta namesakes.

HireVue or telephone first interviews, possible technical assessment, and regional Emerging Talent application windows.

A guide to distinct Atheer employers, their application routes, and the limits of public assessment information.

Competency-based interviews, optional role assessments and a distinct Global Internship Program personality questionnaire.

BFORT’s official pack confirms Criteria assessments, recorded interviewing and literacy exercises, with scope-specific practice.

Published Azul vacancies show behavioral assessment and interviews, with separate pilot requirements and talent-pool conditions.

UK early-career games and video questions, with separate Australian apprenticeship and US hiring guidance.

A legacy employer guide explaining the JPMorgan Chase acquisition and how to research current successor roles.

Separate guidance for optional PI in general hiring, BEYOND graduate assessments, internships and the UK graduate program.

Bending Spoons uses tests before interviews, with problem-solving, behavioral and role-specific tasks. Includes the separately published Sales Bootcamp process.

Plum for some entry-level roles, with separate business and engineering assessment guidance.

Young Executive assessment and interview evidence, including a scoped Equalture candidate report and the distinction between internal hiring and executive search.

Official early-career assessment stages, with provider details unpublished.

Compare British Airways cabin crew, office and Speedbird selection routes, with official assessment guidance and recruitment timing.

BAT confirms conditional pymetrics use; compare the global hiring process with the published Malaysian graduate reasoning-test route.

Official summer vacation scheme guidance covers Arctic Shores tasks, telephone interviewing and a researched case presentation.

Canonical confirms Thomas GIA and PPA; written and technical evaluation also matter.

Carenet’s published engagement and clinical paths include different assessments and interview stages.

CCI candidate reports describe recorded interviews and role-dependent assessments; official guidance distinguishes trading, technical and finance careers.

Company interviews, European early-career selection, and the crucial difference between Coca-Cola corporate roles and bottler assessments.

Colgate-Palmolive’s screening and competency interviews, student opportunities, and what the official guidance says about video assessments.

Published interview stages and UK graduate, internship and apprenticeship preparation.

DepEd Teacher I candidates prepare for document assessment, demonstration teaching and written reflection; other position categories follow their own requirements.

UK internship blended assessments and current US College Program interviews, with programme-specific guidance.

DWS early-career hiring includes online tests and video interviews, followed by a final interview or graduate assessment center; test modules remain undisclosed.

Commercial real estate interview preparation, current Eastdil Secured Savills context and carefully scoped candidate reports.

EDF UK early careers uses Arctic Shores, a Willo video interview and programme-specific final assessments.

Behavioral interviews, selected technical assessments and consulting cases, with HireVue confirmed for some video interviews.

Role-dependent online testing across FirstGroup, with distinct practical assessment guidance for First Bus drivers.

Official cabin-crew psychometric and video stages, with separate pilot-training selection and scoped 2026 candidate reports.

Separate corporate, graduate and dealer pathways, with a clearly dated UK degree-apprenticeship example.

Arctic Shores is named for UK early careers, followed by video and final interviews; graduates also present.

Current IT-development and field-service requirements, with no unsupported universal vendor or inherited General Electric test sequence.

GM publishes structured interviews and possible technical assessments; TRACK, internships and production hiring have different guidance.

HESTA has dated investment-intern test reports, while current investment, technology and professional hiring remains role-specific.

Job-specific SHL evidence, behavioral interview preparation and separate CALA and EMEA leadership routes.

Official Equalture guidance for young professionals, consulting cases and an artifact-led culture interview.

ITS staff recruitment has published competency and psychological tests; lecturer selection can add microteaching and leadership interviews.

JCB’s UK early-career pages confirm online testing and assessment centers, with different exercises by scheme.

London graduate online testing is confirmed; technical interviews and other tests depend on the division and location.

Engineering graduate adverts name Arctic Shores, video interviews and virtual assessment centers; individual tasks are not disclosed.

Separate KLM cabin, Cityhopper and management trainee routes, with Aon confirmed only for Cityhopper and an official-language-page discrepancy explained.

Canadian trainee and internship selection, including published assessments, case exercises and program-specific deadlines.

Vacancy-specific civil-service exams, official online preparation and the 2026 changes to eligible-list banding and timing.

SPRING programmes publish assessment stages, but Maison hiring varies and the INSIDE LVMH certificate is a separate learning programme.

MBDA UK strengths assessments, recorded simulations and assessment-center preparation, with differences by entry route.

McLaren Racing’s published hiring stages, engineering preparation and the separate McLaren Automotive recruitment scope.

Compare the separate Mercedes-Benz Group, Mercedes-AMG PETRONAS F1 and Mercedes AMG HPP selection routes.

Role-specific Meta interview preparation for software engineering and product management, based on official guides.

Official HireVue assessment details, video preparation and office-specific Australian clerkship timelines.

The confirmed early-talent assessment and interview stages, plus preparation for the firm’s different accounting teams.

EMEA aptitude tests, telephone interview and assessment day, with regional and group-company distinctions.

Australian early-career reasoning assessments, recorded video and business-area Engagement Centres.

Capability-based recruitment for disaster resilience, recovery, and reconstruction roles.

Role-specific technical interviews, with a separate N.Ex.T assessment route for hardware graduates in India.

Official team-member games and video, with campaign-specific timing and separate store and office interview guidance.

Telecom software hiring with Qvantel successor context and carefully dated engineering interview evidence.

Official campus stages, reported trading assessments, and practical preparation for probability, risk, and technical interviews.

An identity-aware guide covering London Pentex Ltd and unrelated restaurant and energy employers, with a scoped math-test report.

Role-specific assessment guidance and GREAT5 interview preparation for professional, hourly and student applicants.

Dutch internal hiring includes a talent scan; management trainees and UK graduates have distinct routes. Client recruitment is a separate scope.

UK early careers uses assessment centers. Other Raytheon roles have vacancy-specific interviews and eligibility checks within RTX.

Skills-based interview guidance plus clearly scoped UK and Indonesian graduate assessment examples.

Selected US roles include an online talent assessment and behavioral interviews; the provider and exact exercises are unpublished.

Graduate hiring includes video questions, skills activities and an assessment center. General staff selection depends on the role.

Current graduate and internship guidance: reasoning, motivation, workplace scenarios, video and an assessment centre.

Cabin-crew video and final interviews, with separate computer-assessment and simulator routes for pilots.

UK pilot-course tests, IndiGo cadet assessment and staff interviews follow different routes.

Aon assessment guidance and municipal training interview preparation.

Online assessments, recorded responses, and a final meeting for Suncorp Group graduates and interns.

TCS graduate tests vary by route. Distinguish employer NQT recruitment from the commercial iON score product before choosing preparation.

Understand the published assessment reference and prepare for the specific Tenaris role and country.

Role-dependent hiring with HireVue interviews, SHL assessments and distinct Future Talent and engineering preparation.

Identify the UTS engineering role, understand the limited assessment evidence, and prepare relevant technical examples.

Enlisted ASVAB, officer AFOQT and separate civilian hiring requirements, with preparation matched to your route.

Valterra Platinum confirms assessments or psychometric evaluations; Valterra Products is a separate employer. Check your invitation before choosing practice.

Programme-specific recruitment guidance, client-service assessment reports, and Vanguard’s official STAR interview advice.

Official guidance on role-specific tests, structured interviews and the difference between retail assessment timing and older test previews.

Studio Tour visitor roles need role-specific preparation. No universal games or assessment vendor is established for frontline hiring.

London early careers include online, video and written assessment stages. Vacation schemes and solicitor apprenticeships have different final selection steps.

Primary case studies confirm HireVue game-based retail screening. Specific game titles are unpublished, and corporate hiring differs.

Woodside Energy's regional interview routes, with role-specific preparation and current US internship context.

Arctic Shores for UK early careers, plus interviews, technical activities and regional differences.

Aon graduate assessments, case-study preparation and experienced-hire distinctions.

Understand EPSO, CAST and Blue Book routes before choosing your preparation.

Confirmed pymetrics use for selected NYC roles, with internship and interview preparation.

Current UK and Ireland graduate testing, case-study preparation and interview advice.

Retail and technician Virtual Job Tryouts, plus the separate technology-program process.

Trainee-driver assessment stages and practical preparation for safety-focused interviews.

CVS Health hiring evidence, historical VJT formats and practical interview preparation.

EDP recruitment evidence, practical preparation and common assessment questions.

UK rail recruitment, enhanced driver-assessment context and practical preparation for your vacancy.

GEA Group hiring evidence, local entry routes and practical technical interview preparation.

Godrej Agrovet hiring context, trainee pathways and practical preparation for agribusiness roles.

Prepare for ITC Limited hiring in India: campus discussions, functional interviews, role-specific assessment evidence and practical preparation.

Prepare for Kantar hiring with evidence on behavioral tasks, video interviews and research-focused preparation for your chosen role.

Prepare for La Anónima jobs in Argentina with role-specific guidance for supermarket, internship and business-intelligence applications.

Prepare for Leonardo UK applications with current apprentice video stages, graduate entry guidance and role-specific interview preparation.

Prepare for LSEG early-career hiring, with engineering and business pathway differences, assessment guidance and practical interview preparation.

Protector confirms assessments and case interviews. This Norway guide separates the published evidence from unknown test formats.

Team-specific assessment evidence, interview preparation and the limits of public test information.

UK Emerging Talent assessment guidance, Korea's GSAT exceptions and US research interview preparation.

A Nordic recruitment guide with verified interview stages and testing evidence; client and vacancy requirements determine the assessment.

Graduate assessment and interview preparation, with regional scope, provider context and practical exercises.

Graduate Program (Australian Energy Market Operator)

AEMO screens graduate applicants with a gamified Arctic Shores assessment after the application stage. Task subset unpublished — explore the full modern practice suite.

Global Graduate Programme (AGGP), internships & apprenticeships

What the Airbus Arctic Shores assessment involves for AGGP applicants: the reported task battery, the 3-day completion window, and practice for every reported format.

Jet2FlightPath fully funded pilot cadet programme

Jet2 names Arctic Shores as FlightPath stage 1: up to 50 minutes, breaks allowed, 4-day deadline. Explore practice for the reported nine-task battery.

UK training contracts & vacation schemes

NRF names Arctic Shores as stage 2 of 5: a 35–60 minute task-based assessment before the Willo video interview. Task subset unpublished — explore the full modern practice suite.

UK training contracts & vacation schemes

Gowling WLG uses a 15–50 minute Arctic Shores task-based assessment with a personalised feedback report. Task subset unpublished — explore the full modern practice suite.

Graduate Trader Program

Maven’s Graduate Trader process includes a five-game Arctic Shores round, but current prep sources report different lineups. See both reported variants and explore practice for each named task.

UK & Ireland Graduate Programme and degree apprenticeships (Stantec UK & Ireland early careers)

Stantec names Arctic Shores itself for UK and Ireland graduate hiring. The five-step process, what candidates report in the battery, and practice for each task.

Graduate Programme, industrial & summer placements, apprenticeships and work experience (Atlassian Williams F1 Team)

Williams names Arctic Shores itself: every early-careers application takes one. The six-stage process, the 16 September 2026 deadline, and practice tasks.

Aegon UK entry careers (summer interns, apprentices, graduates & trainees) and Customer Care Associate roles, plus Aegon Asset Management UK early careers

Aegon UK names Arctic Shores as the partner behind the tasks entry-careers and Customer Care applicants sit after applying. No task list published — explore practice tasks.

Trainee driver, frontline & customer-facing hiring (no graduate scheme)

EMR's own trainee driver advert names an online Arctic Shores assessment at stage one. What the five stages are, why the tasks are not published, and how to practice.

Remote roles across Crossover’s client companies — CCAT required for virtually all positions

Crossover’s CCAT explained: its application process, retake rules and proctored PCCAT, with official links and a free CCAT-style practice test.

Vista’s own hires and recruits across its portfolio companies

Vista Equity Partners requires a CCAT plus personality battery firm-wide and across its ~85 portfolio companies. What is confirmed (Vertafore, PowerSchool), the proctored retake, and the CCAT format.

Software engineering roles — initial screen

Coinbase screens software engineers with the CCAT at the initial stage (2025 first-hand reports): 50 questions in 15 minutes plus a culture questionnaire, before CodeSignal. Format and process explained.

Graduate and vacationer programmes (Australia)

KPMG Australia’s graduate assessments are delivered by Criteria: a timed game-based cognitive test (identified as Cognify) then Emotify, with a 48-hour window. Practice every Cognify game free.

ASD Graduate Program

ASD’s graduate program screens with the online Revelian Cognify assessment (about 20–30 minutes). What the listing says, how Cognify is configured, and free practice for all six games.

Australian Prudential Regulation Authority — Graduate Program (February 2027 intake)

APRA’s February-2027 graduate program uses three Criteria assessments — Cognify, Emotify and the EPP personality profile. What each involves and free practice for every Cognify game.

BCG

Historically the US default — now office- and channel-dependent

Now office- and channel-dependent: BCG’s archived campus pages describe 12 pymetrics games in ~25 minutes with 48 hours to finish. Practice all 12.

JPMorgan

Historically yes — 2026 candidates report video only

What JPMorgan’s 12-game pymetrics stage was, why 2026 candidates no longer report it, and what to prepare for instead.

Blackstone

Yes — analyst & associate pipelines

First gate before video: Blackstone’s 12-game pymetrics process, the Future Leaders Program (pymetrics required, deadline Oct 9 2026), reported ~0.3% analyst acceptance — explore practice for every game.

Blackstone Future Leaders Program

Yes — required, per Blackstone’s own posting

The 2026 US sophomore program requires pymetrics games and a digital interview by October 9, 2026. Eligibility, timeline, and practice.

Unilever

Historically yes — current vendor unconfirmed

Current vendor unconfirmed: Unilever’s 2026 process names no provider and disclaims AI screening. See what changed, what may appear, and explore practice options.

Bain

Limited — Germany (reported); Sova is the default

Sova and TestGorilla are Bain’s official platforms; pymetrics reports are limited to older German-office accounts. Compare formats and explore practice options.

Alfa Laval

Yes — named by Alfa Laval itself

Swedish heat transfer, separation and fluid handling group. Alfa Laval names pymetrics on its own "How we hire" page and in postings across Sweden, the UK, the US and China.

Kraft Heinz

Yes outside the US — named in the employer’s own postings

Named outright in the UK, Netherlands, Australia/New Zealand and Costa Rica trainee postings. US and Canada postings describe the same first stage only as a “Games-Based Assessment,” and Brazil uses a different vendor entirely.