What is an abstract reasoning assessment?

An abstract reasoning assessment measures a candidate’s ability to identify patterns, rules, and relationships in unfamiliar, non-verbal information — typically shapes, sequences, and grids rather than words or numbers. It strips away language and numeracy so the test reflects raw reasoning ability rather than vocabulary or arithmetic skill.

Employers use it because it predicts how quickly someone learns unfamiliar systems, spots underlying rules in messy information, and adapts when a role’s problems do not match anything they have solved before. It sits early in the hiring process, usually before or alongside interviews.

The result tells you how a candidate handles novel, unstructured problems — useful signal for roles involving new systems, ambiguous data, or frequent change, but not a substitute for job-specific skills evidence.

What does the assessment measure?

What candidates can expect

Candidates complete 24 multiple-choice questions in about 12 minutes. Each question shows a sequence or grid of shapes with one item missing, and candidates choose the option that correctly completes the pattern from a set of answer choices.

The test is timed overall rather than per question, so candidates can move at their own pace within the session. Instructions and a short practice example are shown before the timed section begins, and a progress indicator shows how many questions remain.

Abstract Reasoning Assessment sample questions

These are representative examples, not questions from the live assessment.

• Q1 (Pattern Identification): A row of five squares each contains one more dot than the last, arranged in a rotating position. What comes next in the sequence? Options: A) six dots, same rotation B) six dots, rotated one step further C) five dots, reversed rotation D) seven dots, same position. Correct answer: B. Explanation: The pattern adds one dot per step and rotates the arrangement consistently — only option B continues both changes correctly.
• Q2 (Rule Inference): In a 3×3 grid, each row’s shapes shrink from left to right and each column’s shapes rotate 90 degrees moving down. Which shape belongs in the empty bottom-right cell? Options: A) large triangle, upright B) small triangle, rotated 270 degrees C) medium triangle, upright D) small triangle, upright. Correct answer: B. Explanation: Applying both the row rule (shrinking) and column rule (rotating) together identifies the one option consistent with both.
• Q3 (Non-Verbal Logic): Three shapes are shown: a circle inside a square, a square inside a triangle, and a triangle inside a circle. Which relationship completes the set: a circle inside what? Options: A) circle B) triangle C) square D) hexagon. Correct answer: B. Explanation: Each shape contains the shape that, in turn, contains it in another pairing, forming a closed loop — tracing the cycle gives triangle.
• Q4 (Conceptual Transformation): A shape flips horizontally, then its shading inverts, across three steps shown. Applying the same two transformations to a new starting shape, which result is correct? Options: A) flipped only B) inverted only C) flipped and inverted D) unchanged. Correct answer: C. Explanation: Both transformations shown in the sequence must be applied together to the new shape, matching option C.

When to use an abstract reasoning assessment

Use this assessment when a role involves unfamiliar problems, new systems, or fast-changing information, and raw reasoning ability matters more than existing domain knowledge.

Before interviews

Screen a large applicant pool down to candidates with a strong reasoning baseline before investing interviewer time.

During candidate screening

Combine with a job-specific skills test to check both raw reasoning and applied ability at the same stage.

When comparing finalists

Use dimension-level results to see which finalist handles unfamiliar, unstructured problems most consistently.

Roles where abstract reasoning matters

Data Analyst, Software Engineer, Research Analyst, Strategy Consultant, Actuarial Analyst, and Product Manager.

How the Abstract Reasoning Assessment is scored

Correct responses contribute to the candidate’s raw score. Questions are grouped according to the abilities measured, allowing results to be interpreted overall and by dimension.

• Overall performance — Strong
• Pattern Identification — Strong
• Rule Inference — Moderate
• Non-Verbal Logic — Strong
• Conceptual Transformation — Strong

What you receive after a candidate completes the assessment

You receive a candidate report covering the overall result, a breakdown by each of the four dimensions, notable strengths, areas to verify further at interview, a plain-language interpretation of what the result means, and suggested interview questions tied to any weaker areas.

View sample report →

How should employers interpret abstract reasoning results?

Strong indicates consistent, accurate pattern recognition and rule inference across question types. Moderate indicates solid performance with some inconsistency on harder or multi-step items. Developing indicates the candidate found unfamiliar pattern-based problems difficult within the time given.

A lower result should not automatically determine a hiring decision. Assessment results should be considered alongside interviews, experience, and other job-relevant information.

Interview questions for evaluating abstract reasoning

• “Tell me about a time you had to figure out how a new system or process worked with little to no instruction. What did you do first?” (Pattern Identification)
• “Describe a situation where you noticed a rule or pattern that others had missed. How did you spot it?” (Rule Inference)
• “Walk me through how you approached a problem that didn’t fit any process you’d used before.” (Non-Verbal Logic)
• “Give an example of applying a solution from one context to a completely different problem.” (Conceptual Transformation)
• “How do you typically approach a problem when you don’t have a clear starting point?”
• “Tell me about a time your first assumption about a problem turned out to be wrong. What changed your mind?”

Assess abstract reasoning alongside other skills

• For technical hiring: Abstract Reasoning, Logical Reasoning, Problem Solving, and Attention to Detail.
• For analyst roles: Abstract Reasoning, Numerical Reasoning, Critical Thinking, and Microsoft Excel.
• For graduate programs: Abstract Reasoning, General Cognitive Ability, Verbal Reasoning, and Learning Agility.

How the assessment is developed

This assessment is developed using established principles of job-relevant item design. Its questions are built around four defined abstract reasoning dimensions and non-verbal tasks such as pattern completion, rule identification, and figure transformation.

We do not currently have a formal independent psychometric validation study, an established normative sample, or a published reliability coefficient for this assessment.

We aim to keep questions culture-neutral and free of language or numeracy demands, and we review items for clarity and fairness across candidate groups on an ongoing basis. Appropriate use means combining results with interviews and job-relevant evidence rather than using them as a sole hiring filter.

Frequently asked questions

What is an abstract reasoning assessment?

A test that measures a candidate’s ability to identify patterns and rules in non-verbal, visual information, independent of language or numeracy.

How long does the assessment take?

About 12 minutes for 24 multiple-choice questions.

What does an abstract reasoning test measure?

Pattern identification, rule inference, non-verbal logic, and conceptual transformation.

Which jobs require strong abstract reasoning?

Data analysis, software engineering, research, strategy, and other roles involving unfamiliar or fast-changing problems.

How are candidates scored?

By raw score overall and by each of the four dimensions, shown as Strong, Moderate, or Developing.

Can I use this assessment before an interview?

Yes, most employers use it as an early screening step before or alongside first-round interviews.

Should assessment results determine whether someone is hired?

No. Results should be considered alongside interviews, experience, and other job-relevant information, not used alone.

Can I combine this with other candidate assessments?

Yes. It pairs well with Logical Reasoning, Problem Solving, and job-specific skills assessments.