IQ, trading behavior, and performance – Journal of Financial Economics/a>
External paper. A large-scale study linking cognitive ability to better-timed, higher-performing financial decisions and fewer behavioural biases.
ASSESSMENTS FOR FINANCE FIRMS
Better finance hiring starts with better assessments
Assess early careers finance hires with tools that help teams identify stronger candidates, improve quality of hire, and reduce large applicant pools fast.
Trusted by finance hiring teams to identify stronger talent
Assessments built for finance hiring.
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.
BENEFITS
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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.
PERFECT FOR THESE ROLES
- Graduate schemes - For identifying the strongest early-careers finance talent.
- Apprenticeships - When you need to screen large volumes quickly and objectively.
- Internships and placements - To spot high-potential candidates before they enter the pipeline fully.
- Analyst roles - Where numerical and logical ability are non-negotiable.
- Front-office and high-performance pathways - For programmes where only the strongest candidates should progress.
Trusted by finance hiring teams
From graduate schemes to experienced-hire recruitment, finance employers use our assessments to raise the bar, improve shortlisting, and make decisions with more confidence.
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 need
GSR 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 solution
Test 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 results
GSR 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.
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 need
Houlihan 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 solution
Test 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 results
Houlihan Lokey gained a more structured and effective hiring process, helping the firm identify stronger candidates and improve confidence in shortlisting decisions.
Thomas Barratt, Hedge Fund Operations Manager, Ironshield Capital Management, LLPWorked well for hiring candidates with good data.
The need
Ironshield 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 solution
Test 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 results
Ironshield gained a more effective way to identify candidates with strong data skills, helping the team make better-informed hiring decisions.
Finance roles demand numerical ability, reasoning, accuracy, and the capacity to perform under pressure. Our assessments are built by business psychologists using modern psychometric methods, so you can identify stronger candidates fairly, quickly, and at scale.
How we build better assessments
- Job-relevant test design
- Statistical item analysis
- Validation, fairness, and continuous review
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Measures numerical and analytical ability -
Runs smoothly across devices and browsers for strong completion rates -
AI-resistant and item-banked formats to protect test integrity -
Designed to help you screen efficiently at high applicant volumes. -
Adaptive test technology for shorter, more accurate testing -
Pre-built norm groups for benchmarking and comparisons
Insights for finance hiring teams
Ben Schwencke, our Chief Psychologist, talks you through the science behind our assessments.
Pre-employment maths tests: what actually predicts success
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