CCAT (Criteria Cognitive Aptitude Test) is one of the tests required while applying to work with Crossover. You may have general questions related to this Psychometric test application step and may need more information on practice resources, obtaining the CCAT scores, and re-taking policies. Here you will find the most frequently asked questions about CCAT.




What is CCAT? 

CCAT is a pre-employment test that measures a candidate's aptitude or the ability to solve problems, digest and apply information, learn new skills, and think critically. You can find more information at our pre-employment testing portal.


What email address should I use to take the CCAT?

You should ALWAYS use the same email address you are applying with Crossover. Usage of multiple email addresses trying to trick the system is forbidden and will result in Crossover rejecting your application.


Is it possible to re-take the CCAT after the initial attempt?

Please note that effective January 21st, 2019, candidates can only attempt to take the CCAT once per email address in a six-month period. Trying to work around this rule by the usage of multiple email addresses will lead to the rejection of your application.


How can I practice for the CCAT?

  • Multiple free CCAT preparation resources are available over the internet. We recommend using these free resources to get yourself familiar with the type of questions that you will be facing as well as the test structure and timing restrictions.
  • Crossover does not recommend any provider in particular and does not advocate the usage of paid prep-training.


If I apply for another position, do I need to retake the CCAT test?

Yes, you will need to retake the CCAT test.


Can you share my CCAT score with me?

In order to keep testing and evaluation fair across the board for all candidates, we are unable to provide CCAT scores or further feedback on your performance.


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    In regards to the CCAT, may I just say that many candidates who go through the CrossOver application process find it very frustrating that no useful samples are provided to them by CrossOver or the Criteria company? For example, the Jobflare app to which candidates are referred is only available on iOs devices, and the content it includes is nothing like the real CCAT. 

    I talk to many candidates every day, as they arrive on my website. I offer a 100% free preparation course which is very relevant for the CCAT, as it covers and provides sample questions that follow more closely the style and format of the test.

    The reason I am adding this comment is that I believe that informing candidates of such free resources in advance, will make a more friendly and supportive recruitment experience, from which both CrossOver and the candidates will benefit. It is quite customary nowadays to provide candidates with resources that will help them succeed. 
    Should you find this relevant please feel free to refer candidates to my free resources which include:
    I am already appearing as a recommended practice resource at leading companies and universities, I am sure my free resources will serve you well too.




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    Linards Liepins


    I just wanted to share that the CCAT is close to 0 relation to actual work in the company. CCAT is either way to get rid of people or not let anyone to be joined/hired. None of tasks in the PAST year I have been in the company require literally any of the CCAT stuff simply because nothing apart from outages can have a need to be dealt within 15 minutes time. NOTHING (apart from some last-minute requests for some high-level PPTX/PDFs from upper management). We live in world where everything in Highly Available, BACKED UP AND IN TONNES OF WAYS PARALLELED.

    So. To summ up - this is pathetic and ridiculous way to say that company is drowning in its own lack of people and talent identification and preservation capabilities. Makes me wonder if there is an CCAT-alike test for these things? How many of VP and upper-level-managers will pass that test? I guess NONE!

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    Aleksandr Kondrachuk

    @Linards Liepins

    CCAT is showing how fast your brain can build up "image" and process it. How many things it can hold simultaneously in short memory and operate above them. In general it gives idea about abilities to learn a new information. And since in Crossover everything is remote therefore it is essential to know how you can manage things process information through monitor, earphones and catch on with correct motion of the mouse.

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    Linards Liepins

    @Aleksandr Kondarchuk ,

    Thanks for insights. That is all nice and fancy, but that even more shows CCAT is a cancer. Just to list the simple(st?) thing - to read each if the questions, it takes x seconds.... So... 50x10-15secs to read the question, which has nothing to do with the score needed to pass since we are not payed to read stuff, but to make money by actual changes for our employers, right? .. Plus the fact is that real measurable Benefits is to rather have person that is not 'imagining' things, but actually reads them 3 Times slowly - word by word - before doing anything... But I guess ones that decided to make this crap mandatory have never heard the staying "assumption leads to ****up".

    So. Cut the crap. Please.

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    Mircea Strugaru

    One can easily do a Google search for evidence regarding the correlation between aptitude tests and on-the-job performance and rationally conclude such aptitude tests:

    • ...are scientifically designed,
    • ...their ability to predict job performance is universally recognized,
    • ...and they are universally adopted by private and public institutions alike.

    Predictive Validity: Various studies have shown that CCAT results correlate significantly with job performance for a wide variety of jobs, but it is an especially effective predictor of performance for jobs that require enhanced abilities in the areas of problem-solving, learning, critical thinking, and verbal and mathematical reasoning. Examples of jobs for which the CCAT has high predictive validity include managerial positions, software engineers and other technology workers, financial analysts, auditors, and many others.

    As someone who experienced both failure and success, I acknowledge failing hurts. Instead of blaming the rest of the world for the undesired outcome, I found the "Pain+Reflection=Progress" principle to be the best way of handling such moments.

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    Yordan Stamenov

    Hi team,
    Great Job on the platform and the test.
    I know you are not going to do it, but it will be great if you consider sharing the results with the candidates.
    I really don't see how not sharing my own results with me, helps keep testing and evaluation fair across the board for all candidates".
    Fair means openness and transparency and both are missing here.
    The company I was applying to asked me to take the first test in May. I invested a lot of time, effort and Money to catch up with Math problems I have not done for over 20 years.
    After the test they disappeared for almost two months, only to ask me to retake the test in a controlled environment with 1 day notice.
    They mentioned I scored quite high on the first test but declined to share my second result with me.
    The only feedback was that I was 3 points short of meeting the goal.
    I already got another job but still I would like to see the result of my hard work.
    If you claim your metrics to be universal, then I don't see a valid reason not to share the results with the applicants.

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