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CCAT Score Requirements by Employer

Last updated: October 2026

Why this page is different

Search for a CCAT score requirement and you will find confident tables listing exact numbers for dozens of companies. Very few of them cite anything. In practice the numbers come from three sources, and they are not equally trustworthy:

• Published — the employer says it in public. Rare, and usually vague ("each role has a target score").
• Reported — candidates who took the test describe where they landed relative to the cutoff. Useful in aggregate, unreliable in detail, and it drifts as hiring markets tighten.
• Not published — no signal at all. Any site showing a precise number here is extrapolating from another company's process.

We label every row rather than presenting all three as equivalent. Where a widely repeated number is actually folklore, we say so.

The anchor facts, straight from Criteria

Everything about score interpretation starts with the test itself, and this part is officially published:

Criteria's own guidance is blunt: you do not need to finish the test to impress an employer. The average is 24, and less than 1% of candidates answer all 50. Raw score alone tells an employer very little — the percentile is the number that gets compared against a threshold.

Raw score to percentile conversion

This is the table most sites skip, and it is the one that makes a cutoff number meaningful. Applying Criteria's published norm (mean 24.2, standard deviation 8.58) gives the approximate percentile for each raw score:

These are approximations, not an official conversion table. Criteria compares you against the norm group your employer selected, so exact placement can shift by a few percentile points. The shape holds, and it is close enough to plan against.

Requirements by employer

Provenance is in the last column. Read it before you read the number.

Notice the pattern: the more publicly a company talks about its hiring process, the vaguer its stated cutoff is. That is not an accident. Publishing a number invites gaming, so employers describe the shape of the bar and keep the number internal.

Crossover: the one company that addresses it directly

Crossover is worth calling out because it is the only major CCAT employer that discusses the score publicly at all. Its published selection process says the cognitive test is step two, that it is 15 minutes, and that "each role has a target score based on its level of responsibility." It also states that candidates who miss the target can retake after six months.

What Crossover does not publish is the number for any role. The figure of 40 that circulates widely is a candidate report, and it is repeated across the web as though it were official. Treat it as a directional signal about how competitive Crossover is, not as a threshold you can verify.

The practical takeaway is narrower than the folklore suggests: Crossover screens hard, retakes are possible but slow, and the score that matters is the one attached to the specific role you applied for.

What this means for your target

1. Check your invitation first. If the email names the CCAT, the employer is screening with it. If it names Criteria, the same applies. The cutoff is theirs, not Criteria's.
2. Convert your target to a raw score. A "70th percentile" floor means roughly 29 correct out of 50. That is a concrete, trainable number instead of a vague aspiration.
3. Train against the clock, not the ceiling. Since less than 1% of candidates finish, the binding constraint for almost everyone is pacing, not ability. Bank easy questions early and guess without hesitation.
4. Assume a high bar at PE-backed and remote-first employers. The reported floors cluster above the population average because those pipelines attract a self-selected, prepared candidate pool.

Frequently asked questions

Related: which companies use the CCAT, the CCAT score guide, or the question bank breakdown. Preparing for a specific company? Start with the Crossover CCAT guide.