The Caliper Profile is a long-established personality assessment for hiring, particularly for sales and management roles. It is now sold as Talogy Caliper. If you have been sent one, here is what it involves, from Talogy's own documentation.
Who makes it now
Caliper has changed hands a few times. PSI Services bought it in 2019; in 2022 PSI's talent business, including Caliper, became Talogy; and when PSI was sold to ETS in 2024, Talogy stayed separate. So "the Caliper test" and "Talogy Caliper" are the same assessment.
What it measures
- 21 personality traits, such as how assertive, sociable, cautious or flexible you tend to be.
- One cognitive ability: abstract reasoning.
Talogy combines the results into behaviours, competencies and a measure of fit with a model of the job.
Cohesyve
Practise this before it counts
Run the same kind of AI job simulation employers use and get a scored report on where you stand. 5 free assessments a month, no card required.
The format
- 98 questions, plus a few experimental ones that don't count.
- Untimed. Talogy says most people take 60 to 75 minutes; its product page says about an hour.
- Written at a US grade 6 to 8 reading level.
There are three kinds of question:
- Forced choice. The most common type: you see a group of statements and pick the one most like you and the one least like you.
- Agree–disagree scales. You rate how much you agree with a statement on a scale from 1 to 7.
- Abstract reasoning. Number patterns and shape analogies. These are the only questions with right and wrong answers.
That last point is worth knowing, because many guides say Caliper has no right answers at all. For the personality questions that's true; for the reasoning ones it isn't.
A shorter version, Caliper Predictor Plus, takes about 25 minutes and leaves out the abstract reasoning section.
What employers see
- Each trait as a percentile, compared with people in your country.
- A job-fit score from 1 to 99: 1–39 limited, 40–59 moderate, 60–79 good and 80–99 strong.
- Reports for hiring, coaching and development.
Talogy doesn't publish rules on calculators, proctoring or retakes. If any of those matters to you, ask the employer.
How to approach it
Set aside an hour, uninterrupted. It's untimed, but a long assessment taken in bits tends to produce less consistent answers.
Answer forced-choice questions quickly and honestly. Often none of the statements fits you perfectly, or several do. Go with your first sense of "most like me" and "least like me" rather than agonising. The assessment is built to work with imperfect choices.
Don't play a character. It's tempting to answer as the ideal salesperson or manager. With dozens of forced choices, a role-played profile tends to come out inconsistent, and the score you get is a fit with the job, so a profile that isn't you helps no one.
Practise number series and shape analogies. These are the questions you can actually prepare for. Look for one rule at a time: what changes from item to item, and by how much.
Read every statement fully. Forced-choice items often differ by one word. "Usually" and "always" lead to different answers.
Where Cohesyve fits
Personality and reasoning assessments describe how you tend to work. Many employers then ask you to show it, with a task from the job. Cohesyve, which publishes this guide, runs practice job simulations for that stage, with a report on where you lost marks.
Sources
Checked 2 October 2026.