The Caliper Assessment — formerly the Caliper Profile, now owned by Talogy — is a talent assessment that combines personality and cognitive-ability items. It measures how you tend to behave at work and how you reason about problems, then compares that pattern against a job model the employer has selected. Talogy describes it as 98 targeted questions covering personality traits plus competencies such as cognitive skills, problem solving, communication, relationship building, teamwork, and leadership maturity.
What it measures
Caliper profiles typically describe you across a set of work-relevant traits, grouped roughly into:
- Problem solving and thinking style — how you approach ambiguity, analysis, and risk.
- Working with people — sociability, empathy, persuasiveness, and how you handle conflict.
- Personal organisation — structure, follow-through, and tolerance for pressure.
- Motivation and drive — competitiveness, initiative, and resilience.
- Emotional style — composure, optimism, and how you react to feedback.
The output is a profile, not a single score. Employers see a narrative about your likely behaviour plus, often, a fit indication against the role's benchmark.
How it is actually used
Most employers use Caliper as one input among several. Common uses:
- Screening in high-volume roles where interviews are expensive.
- Adding a structured read on culture and management fit for senior hires.
- Coaching and development after the hire.
The weakest use is an automatic cut-off on a single trait. The strongest is a structured conversation: here is the profile, here is what the role needs, here is where they differ.
Format and how to take it
Talogy states there is no set time limit, but the assessment typically takes about an hour; the length varies by candidate. Because the instrument includes a cognitive component alongside the personality items, it is not purely a self-report profile — practising the reasoning element is worth doing, while the personality items are best answered as your at-work self.
What it is not
It is not a pure IQ test and not a hands-on skills test, and it is not a lie detector. It combines self-report personality items with cognitive items, so it carries the usual limits of both: results shift with context, and a forced-choice format can flatten genuinely mixed traits.
If you are the candidate
Answer as the version of yourself that is at work, consistently. Trying to guess the "ideal" profile usually produces an incoherent pattern that reads worse than an honest one. If the result is discussed, treat it as a conversation about fit, and ask which behaviours the role needs most.
For employers
Use Caliper to structure a conversation, not to automate a rejection. Document the benchmark, apply it consistently across candidates for the role, and keep it as one input rather than the deciding one.
Where this fits in a hiring process
If you are on the hiring side and want a repeatable read on candidates instead of a one-off score, AI candidate evaluation covers how to make that evaluation consistent across a pipeline.