Identify stronger early careers finance hires and cut large applicant pools fast, with a numerical test designed so the score reflects the candidate, not their chatbot.
Trusted by finance hiring teams to identify stronger talent
Finance hiring demands more than a strong academic profile and a polished interview.
When applicant volumes are high and the standard is even higher, you need a fast, objective way to identify candidates with the numerical ability, reasoning skills, and behavioural strengths to succeed. Our assessments help finance teams cut through large volumes quickly and focus attention on the strongest talent.
There is a newer problem too. Candidates now have AI to hand, and static numerical tests with every question on screen and generous time are the format it handles best. If the score no longer reflects the candidate, the top of your shortlist stops meaning what you think it means. That is why we built Signals.
Better quality of hire - Measure the key drivers of performance that interviews alone cannot assess.
Fast, objective shortlisting - Reduce large applicant pools quickly using structured assessment data.
Built for high-volume hiring - Simple to launch, easy to manage, and effective at scale.From graduate schemes to experienced-hire recruitment, finance employers use our assessments to raise the bar, improve shortlisting, and make decisions with more confidence.
Karima Khaled Fuad Zureiqi, Senior Talent Acquisition Manager, Houlihan LokeyTest Partnership has helped us bring more structure and objectivity into our hiring process. The assessments give us useful insight into candidate potential and help us identify stronger talent more efficiently.
The needHoulihan Lokey wanted a more effective way to identify high-calibre candidates in a competitive hiring market, while reducing reliance on interviews and academic history alone.
The solutionTest Partnership provided assessments designed to measure the cognitive ability and behavioural strengths linked to success in demanding finance roles, helping the team assess candidates more objectively and efficiently.
The resultsHoulihan Lokey gained a more structured and effective hiring process, helping the firm identify stronger candidates and improve confidence in shortlisting decisions.
Alex Denise, Head of Recruitment, GSRIt is our opinion that the test partnership’s cognitive ability tests give one of our best indicators to future performance. Since they upgraded these to gamified tests, it has only enhanced their effectiveness, testing candidates on multiple levels simultaneously. Add to that their ability to identify candidates' true potential rather than that of ChatGPT, we consider it an invaluable part of our skills assessment process.
The needGSR wanted a better indicator of future performance, with an assessment process that could identify genuine cognitive potential and reduce the risk of candidates progressing on polish or AI assistance alone.
The solutionTest Partnership provided cognitive ability assessments, later upgraded to gamified formats, giving GSR a more robust way to assess candidates across multiple levels while helping protect the process against AI-assisted cheating.
The resultsGSR strengthened its skills assessment process with a more effective measure of candidate potential, improving confidence that those progressing had the underlying ability to perform strongly in role.
Thomas Barratt, Hedge Fund Operations Manager, Ironshield Capital Management, LLPWorked well for hiring candidates with good data.
The needIronshield wanted a reliable way to identify candidates with the level of data capability needed to succeed in role, rather than relying too heavily on interviews or background alone.
The solutionTest Partnership provided assessments that helped Ironshield screen for the cognitive and analytical strengths linked to strong data performance, making it easier to spot the most capable candidates early.
The resultsIronshield gained a more effective way to identify candidates with strong data skills, helping the team make better-informed hiring decisions.
Candidates interpret tables, charts and figures drawn from realistic financial working contexts, such as budgets, performance figures, rates and growth, and reason to the correct answer. Scores reflect capability, not prior education, so the test is fair to graduates, apprentices and lateral hires from any degree background.
One stem, four questions, one at a time: nothing to capture in a single screenshot
Short, per-question timers: reasoning under pace, never memory
Adaptive delivery from a growing bank: no two sittings look the sameThe full walkthrough, the design principles and what your team gets back are on the product page, and in the six-page assessment guide written for financial services talent teams.
Common questions from finance hiring teams. For anything else, book a call with one of our psychologists.
An adaptive numerical reasoning assessment for finance hiring. Candidates interpret tables, charts and figures drawn from realistic financial working contexts and reason to the correct answer. No finance knowledge is required.
Each stem is followed by four questions shown one at a time, each with its own short timer, with no previewing or going back. The next testlet is selected adaptively from a growing bank. These design features make it slower, harder and less reliable to outsource answers to an AI tool. No remote assessment is beyond AI assistance; Signals is designed to limit the advantage it gives.
Finance employers running graduate, apprentice, intern and analyst intakes at volume: investment banks and advisory firms, market makers, asset managers, accountancy and fintech. It suits mid-sized firms that want psychologist-led support rather than an enterprise programme.
Yes. It is built mobile-first and completed on the candidate's own device, with instructions built in and an on-screen calculator. The stem stays visible while each question is answered.
Percentiles or STENs against fixed norm groups, including financial services and graduate norms, in a real-time dashboard with rank-and-compare, narrative PDF reports and CSV or Excel export.
Insights for finance hiring teamsBen Schwencke, our Chief Psychologist, talks you through the science behind our assessments.
External paper. A large-scale study linking cognitive ability to better-timed, higher-performing financial decisions and fewer behavioural biases.
Why a 3% cheating rate can fill an entire graduate shortlist, and what finance hiring teams should change.
Learn why CVs and interviews miss numerical weakness, and how to measure the skills finance roles depend on.
Watch now to see why testing numerical reasoning is essential for identifying high-potential candidates in finance roles.
Watch now to learn why interviews are not measuring what actually drives performance.