Crossover’s Skill-Based Assessments [Official Skill Test Guide]

Conventional hiring isn’t fair for global talent.

 How do US hiring managers:

• Decide if your degree from Bangalore beats one from Boston?
• Know if your résumé is truth or creative writing?
• Stop bias from creeping in when they see your name or location?

They don’t.

Old-school hiring is stacked against you – and you know it.

If you’re a top coder from India or the Ukraine, you could be the best of your generation – and it would mean squat. Old-school hiring practices still put you at a disadvantage. 

And this applies if you’re a multi-talented coder from the US too. Didn’t go to an Ivy League? Too bad. Didn’t make the internship at Microsoft or Meta? Sorry for you. 

Your talent gets overshadowed by where you’re from, where you’ve studied, and how much eye candy you can cram on your one page résumé.

Skills-based assessments change all that.

These tests let your skills do the talking - nothing else.

And 84% of candidates love them because:

• They kill hiring bias
• They give you a shot no matter where you’re from
• They prove you’re more than your resume 

It doesn’t matter if your degree is from the Ivy League or Google U, if you’ve got 10 years of experience or 10 months, or if you’re wearing a hoodie instead of a suit.

Skills-based assessments level the playing field.

A major 2022 meta-analysis spanning over a century of hiring data proved skills testing is the GOAT for matching top talent with the right jobs.

Degrees and experience are WAY overrated.

Crossover connects people with roles where they can do career-defining work. 

Welcome to the future of hiring where skills outrank status. Finally!

 At Crossover we say no to:

• The Paper Ceiling (Who cares where you went to school?)
• Hiring Bias (It's your skills that matter, not your surname)
• Fluff-Filled Resumes (Time to prove it, not pad it)
• Outdated Networking Games (It's what you know, not who you know)

This is Crossover’s official skills-based assessment guide. 

We’ve created it to orientate you on why we prefer skills-based tests and real work assessments, how they work – and to answer the questions you may have around our processes.

Here’s how this guide will help: 

• Understand Crossover’s testing processes with greater clarity
• Find out what to expect when you’re being tested
• Get insight into how we create and grade Crossover’s tests
• Explore how you can (and can’t) use AI tools in your tests
• Discover our pro-tips for acing your skills tests

 Reaching this stage means you’ve crushed your CCAT – well done!

 Now the real testing begins. 

A) The Basics of Skill Assessment Demystified

At Crossover, we go beyond the basics of skills assessment to find the perfect match for every role. Connecting top performers with jobs they can excel in is our driving mission.

Our holistic hiring process combines multiple layers of evaluation to ensure that we surface the best and brightest talent for these roles. After your CCAT, it’s time to do your skill assessments. 

Here's how we do it:

When we refer to skill assessments we’re talking about 2 different kinds!

• Skill-Based Tests: We begin by assessing your core capabilities with short, targeted skill tests. These are to verify that you have the foundational knowledge needed for the role. When you successfully complete a skill test, you get a skill test badge for your profile. 
• Real Work Assessments: Next, you’ll complete a real-world project or task that mirrors the challenges of the job you’re applying for. This is your chance to prove you can walk the walk - delivering results in a practical, job-specific scenario. On successful completion, you’ll get a real work badge for your profile. 

Every job comes with its own set of tailor-made assessments designed specifically for the role.

• Structured Interviews: Once your skills and work have been verified, it’s time to meet your hiring manager. In this almost-final stage, we use structured interviews to understand who you are beyond the assessments. These interviews exist to make sure that you’re not just the best on paper, but the best fit for the team, the culture, and the role you’ve applied for.

We are highly metric driven – but at our heart – it’s people who matter. People like you! The bold, risk-takers who know their stuff and aren’t afraid to prove it. Our process is a refreshingly balanced combo of data-driven rigor with human insight.

Sure, there are a lot of candidates who can DO the job.

But we want to find those of you who will absolutely THRIVE in it.

1. What is a Skills-Based Test?

Thousands of candidates complete our skills-based tests. 

It’s not a pop quiz, and it’s definitely not guesswork. 

At Crossover, a skills-based test is your big moment - where what you can do takes center stage. At this point we leave behind the portfolios, padded resumes and flashy LinkedIn profiles…and things get real. 

These short, targeted evaluations are laser-focused on the skills that actually matter for the role. No trick questions, and no irrelevant theory. Just authentic, measurable proof that you’ve got what it takes. 

We don’t care where you learned it, as long as you can prove you’ve got it. It’s up to you to show us that you’re the best. 

2. What is a Real Work Assessment?

Thousands of candidates complete our real work assessments.

A real work assessment is the ultimate test drive for your future role.

Unlike quick-hit skill tests, this is where you roll up your sleeves and show us what you’ve got in a real-world, job-specific scenario.

It’s not just about proving you know your stuff - it’s ALSO about giving you a sneak peek into what the role actually entails. These assessments are designed to mirror the day-to-day challenges you’d tackle in the job, letting us evaluate your practical skills and how you deliver when it counts.

It’s your chance to step into the role and take it for a test drive BEFORE the rubber hits the road.

3. How Do We Grade Your Work?

We use a mix of AI, smart tools and expert insight to ensure fair, accurate results. 

For some tests, we rely on AI auto-grading to quickly and consistently evaluate your answers. But for real work assessments - where it’s all about the human touch - our expert graders personally review your work to assess quality, depth, and real-world impact.

It’s really the best of both worlds: technology for speed and fairness, humans for nuance and expertise. 

4. Why Does Crossover Use Skill Testing & Real Work Assessments?

Simple answer: results.

We’ve been hiring the best in global tech for decades – long before remote work was widely accepted. There is predictive power in skills testing that goes well beyond anything traditional hiring has to offer.

If you think about it - guessing someone’s potential is ridiculous when we have the tools and capabilities to accurately assess them. It’s 2025 after all!

 There is no need to waste time, money and resources on bad hires.

The CCAT is great for testing your cognitive horsepower – but skill tests and real work assessments go straight to the heart of what matters: your ability to perform in the role.

 It’s a vital part of the puzzle.

Objectively assessing your skills gives us a clear picture of how you’ll excel in real-world situations – making them some of the most accurate predictors of job success that exist, anywhere. 

They’re the crystal balls of hiring.

 This is on top of our core beliefs that:

• Resumes are rubbish predictors of job success
• Bias-free hiring guarantees that talent wins first
• Talk is cheap but valuable skills are not
• It’s not about who you know, it’s about what you know
• Job-ready proof predicts success, not potential

5. What are the Benefits for Employers?

Test-driving talent is the smartest way to hire in the age of AI.

These tests are a type of hiring insurance - they dramatically lower the risk of choosing the wrong candidate. By aligning tasks with the role’s actual demands, employers can see who truly excels under real-world conditions.

The result is better hires, stronger teams, and less time wasted on bad fits.

6. What are The Benefits for Candidates?

These tests put meritocracy into action.

They strip away bias and give you a fair, level playing field to prove your talent. No matter your background, it’s your skills that take center stage. That way, you’re judged by what you can do, not where you come from.

Anyone, from anywhere, has a shot at rising to the highest levels on Crossover.

And they do.

Our YouTube Channel is brimming with true-life stories from candidates who were hired in places like Pakistan, Bangalore, South Africa, Ukraine and Mexico.

 Crossover changed their lives by giving them access to:

• Top US tech jobs
• Pay that is often 3-4X higher
• Unparalleled flexibility & autonomy
• The smartest team members in the world
• Roles that value their proven talent & skills

Plus, a realistic job preview gives you insight into what it would be like working with one of our client companies. If you love it, you’ll love the job!

B) What to Expect in a Skill Test or Real Work Assessment

Ready to earn your skills test & real work badges?

Here’s the lowdown on our tests, so you know exactly what’s coming - and how to crush them.

1. What is the Assessment Structure Like?

FYI: These aren’t one-size-fits-all tasks.

Because Crossover hires for different US tech companies, there will be different requirements for each position, depending on what our client is looking for.

• Your assessment could take 3 hours, or 5, or 15
• It depends on the level of seniority, complexity & the expectations of the job

Each assessment is tailored to the job role, with tasks that reflect real-world challenges. We ask all applicants within that job role to complete the same task, on purpose.

We want to see who stands out.

So, you’ll tackle a mix of activities designed to test your expertise and problem-solving skills, with clear instructions and a realistic time frame.

And yes, EVERYONE who gets an interview has completed the RWA for the role. 

2. What Type of Assessments Can You Expect?

We start small with skill-based tests - quick, focused evaluations of your core abilities.

You’ll come across:

• Timed Exercises: Tasks that test how efficiently you work under pressure.
• Basic Problem-Solving Tasks: Simple challenges to gauge your ability to think on your feet.
• Knowledge Quizzes: Quick tests on key concepts or technical knowledge.
• Multiple-Choice Questions: Targeted questions that assess your subject matter expertise.
• Communication Tests: These tests evaluate written clarity and language proficiency. 

Nail those, and you’ll move on to a full real work assessment: an in-depth, job-specific task that mirrors the role you’re walking into.

And not all real work assessments (RWAs) are created equal. 

Depending on the role, you’ll tackle:

• Project-Based Tasks: Deliverables that simulate actual work assignments, testing how you plan, execute, and deliver results.
• Problem-Solving Challenges: Real-world scenarios that showcase your creativity and approach to solving on-the-job issues.
• Analytical Exercises: Role-specific tasks involving data or analysis, designed to highlight your expertise and decision-making skills.
• Technical Challenges: For tech roles, you could face coding tests or system design tasks tailored to the job’s demands.
• Role-Specific Scenarios: Situational tests or role-play exercises that mirror the interactions you’d encounter daily.

Each type is crafted to evaluate your ability to perform the job - not just talk about it.

3. Why Do I Have to Do Skills Tests and Real Work Assessments?

Because talking isn’t doing.

Skill tests reveal your subject matter expertise and real work assessments show us what you’re really capable of - no charismatic smokescreen or hiding behind a sparkly resume.

It’s your chance to prove your skills in action, not just in theory.

They give us a MUCH clearer picture of your fit for the role than a traditional interview.

4. How Long do Skill Tests & Real Work Assessments Typically Take?

The time required depends on the role and the type of assessment. 

• Skills-Based Tests: These are quick and focused, and often take 30 minutes to an hour to complete. Ideal for evaluating core abilities, fast. 
• Real Work Assessments: These peak beneath the surface and are more time-intensive. You’ll need anywhere from a few hours to (in rare cases), a couple of days to complete them. 

Don’t worry - every assessment comes with a clear time estimate, so you’ll know exactly how to plan and stay on track. 

While this is a big time commitment for candidates, think of it as your shot: like an Olympic athlete, all the training means nothing without the chance to compete. 

5. Are The Tests Timed and Do I Need to Finish in One Sitting?

 Some tests are flexible, letting you work at your own pace.

Others come with a time limit, so you’ll need to bring your A-game within the set window. The golden rule is to carefully read the instructions.

If there’s a timer, plan accordingly. If not, tackle the task when you’re focused and ready to crush it. Either way, it’s all about delivering your best.

6. What Happens to The Work You Submit?

Let’s get this straight.

We’re not harvesting your data, stealing your ideas, or running some secret villain operation where we profit from your work samples. 

Here’s the deal:

• We’re 100% data compliant: We don’t sell your info - ever
• Your work stays untouched: We don’t use your work for anything but hiring. Period.

Sure, some Reddit warriors love spinning conspiracy theories that we’re building our business on free work assessments.

But that’s – quite frankly - absurd.

The idea that we’re running some complex free labor scheme is completely impractical. We don’t need candidate submissions to build tech (and honestly, 1000 answers for the same task wouldn’t get us far). 

Here’s the reality:

• Our real work assessments feature tasks that have already been solved, so hiring teams don’t need your ideas.
• Submissions are reviewed for hiring decisions only, like interviews or tie-breakers.
• If you reapply for a similar role, we use your original submission to save you time.
• And submissions are securely handled by hiring managers and grading teams.

We get it - thousands of candidates take our tests, and only a couple make it through.

That leaves people frustrated after hours of assessment.

But 82% of tech companies test for skills.  And our tests are supposed to be HARD, that’s our model.

It’s true that 99% of candidates fail.

But some 5,000+ people have been hired through this exact process – and they’ve never looked back.

Don’t let a few disheartened voices keep you from becoming part of the top 1%.

C) How Skill Assessments Are Designed and Graded

Fair and focused grading – that’s what we aim for at Crossover.

Our grading process is designed to evaluate what matters most: your skills and potential. And we take this extremely seriously.

Whether it’s a quick skills test or a detailed real work assessment, every submission is scored with consistency and care so that you get a fair shot.

1. How Are Skill Tests Designed?

Our skill assessments are made with purpose and precision, blending expertise from HR, organizational design, and psychometrics to create a process that’s both fair and effective.

Here’s how it works:

1.      Zeroing in on Core Skills:

We break the job into core tasks - what we call "work units" - and pinpoint the most critical skills for success. Since it’s impossible to test for everything, we focus on the skills that matter most.

2.      Creating Smart Assessments:

If there’s a daily task that shows off those skills, we design a bite-sized version of it. Think of it as the ultimate job preview - complete with the context you need and a grading rubric to make expectations super clear.

3.      Trusted Tools for Specific Skills:

When core tasks aren’t a fit for candidates, we tap into trusted testing platforms to evaluate specific skills. These focus on one skill at a time and use automation for quick, consistent results.

4.      Rock-Solid Rubrics:

Our rubrics focus on measurable, objective criteria to evaluate the most important aspects of each submission. This ensures consistency and aligns with best practices in assessment design and test theory.

5.      Leveraging Automation and AI:

Automation handles the basics - like answer keys and weeding out low-quality submissions - while humans review the big stuff, like real work assessments and chat-based interviews.

6.      Bias-Free Grading:

Any AI we use is blind to your personal details (name, gender, ethnicity, etc.), cutting down on bias and keeping the focus where it belongs: your work.

Crossover’s testing process is designed to minimize bias, maximize fairness, and provide candidates with the clearest opportunity to demonstrate their skills where it matters most – simple as that! 

2. How Are Pipelines and Assessments Calibrated?

 AKA: Why are the tests so hard!

We’re constantly fine-tuning our skill assessments so that they’re fair, effective, and aligned with your role.

Our goal is to find top performers so yes, the tests are intentionally challenging. We want to eliminate 99% of applicants! When pass rates dip too low, we dig in to identify the problem.

Here’s how we approach it:

• Simplify the Process: If instructions or criteria are unclear, we fix them. We want you to know exactly what’s expected.
• Target the Right Skills: If the assessment evaluates unrelated or irrelevant skills, we refocus it to match the role.
• Streamline Evaluation: We eliminate "signal muddling" by ensuring each task tests one skill at a time.
• Improve Grading Consistency: Graders stick to the rubric - no room for subjectivity or inconsistent scoring. 

We also adjust skill assessments by testing them with current team members. 

Our high performers should always excel, and their feedback helps us refine length, difficulty, and clarity for future hires.

To keep things reliable, we analyze data like retention rates and on-the-job performance and compare it to the assessment outcomes. If someone scores as a Python expert, we check: Are they really delivering like one on the job?

It’s a formula that works for us. 

3. How Are These Skill Assessments Graded?

We don’t just wing it - both skill tests and real work assessments are graded with expert precision and the latest AI tools to ensure fairness and consistency.

• Skill Tests: These are often auto-graded using smart tools to quickly evaluate your answers against clear, objective criteria. 
• Real Work Assessments: These are more complex - with subject matter experts grading your submissions against a detailed rubric. They look at accuracy, completeness, and how well your work aligns with the job role. 

Our rubrics are available for you to see before the test. You’ll know exactly what’s being assessed and why. 

4. Why Should You Trust Our AI-Grading System?

Our AI grading system doesn’t exist to replace fairness - it exists to enhance it.

We use low-bar rules to filter out the most obviously unqualified submissions, so that human graders can focus on the ones that matter the most.

And only 20% of submissions are filtered out by AI, which means that the vast majority meet the baseline requirements.

The system is designed to be consistent, transparent, and to give you a fair shot.

5. What Are The Key Grading Criteria?

It all depends on the role.

Here’s what you can count on: total transparency. Before you start, you’ll know exactly what’s expected, how to approach the tasks, and what it takes to score high.

There are some common criteria we look for in every role - accuracy, completeness, high quality work and role alignment for example.

6. Can I see the Grading Criteria Before Starting?

Absolutely! Many skill tests and real work assessments include a ‘How You Will Be Evaluated’ section that lays out the grading rubric.

This gives you a clear breakdown of what’s expected so you can use it as a checklist to ensure that your submission hits all the marks.

7. What Does a Typical Rubric Look Like?

Before starting any skill test - you’ll be able to access the grading rubric to unlock how your test will be graded. They typically list a series of criteria to be achieved, with an explanation. 

8. Can You Provide an Example of a Subject Matter Question (SMQ)?

 Here’s a sample question to give you an idea:

 Which of the following data structures is non-linear?

1.      Stack

2.      List

3.      Tree

4.      Graph

5.      Queue 

This type of question is designed to test your subject-specific knowledge and understanding of key concepts.

9. Can You Provide an Example of a Free Response Question (FRQ)?

FRQs let you prove your practical skills by tackling real-world challenges you’d face on the job. These scenario or project-based questions test how you solve problems, not just talk about them.

For example, a software engineer might debug a small application and add new features.

 An example of an FRQ for a Chief Architect role:

• Describe your most recent projects where you’ve implemented CI/CD infrastructure.

10. How Can Rubrics Help Me Perform Better?

Think of the rubric as your cheat sheet (minus the cheating).

It’s a crystal-clear roadmap of what our hiring managers are looking for, so you can focus on the essentials. If problem-solving or creativity is a key criterion, you’ll know to lean into those strengths. 

Don’t skip this part! Review the rubric before you begin, and you’ll have a game plan to showcase exactly what makes you the best fit for the role.

11. What if The Instructions Don’t Make Sense?

Sometimes instructions can feel like a riddle – we get it.

That’s why every test or assessment page has a handy ‘Need Help’ button. If you’re stuck or need something clarified, send us a message.

Our support team is here to help you decode the instructions - but don’t expect any hints or answers about the actual assessment content.

You can also reach out to Crosby, our AI bot.

12. What Happens if I Don’t Pass the Skill Tests or Real Work Assessments?

No worries - it’s not the end of the road.

You can reapply after a waiting period, giving you time to sharpen your skills and gain more experience.

Our tests are tough for a reason, and many candidates don’t pass on the first try. Think of it as a learning curve, not a roadblock, and come back stronger next time!

D) Pro-Tips for Acing Skills Tests & Real Work Assessments

Want to stand out and crush your assessments? Follow these tips to stay sharp, focused, and ready to show us your best.

Success in our assessments isn’t about luck - it’s about preparation, strategy, and using the right tools.

Here’s how to bring your A-game and show us what you’ve got.

1. How Should I Prepare?

Mindset is everything – so the best advice we can give you is to take this seriously. We’re not looking for above average, we’re looking for perfect-fit…the best.

• Create your zone: Find a quiet workspace where you can focus (no distractions)
• Know the drill: Read the instructions carefully before diving in (+follow them!)
• Clock it: Manage your time wisely - pace yourself but stay on track (don’t rush)
• Bring your A-game: Treat this like you’ve already gotten the job and are tackling a key project (don’t leave things out for silly reasons)

This is your chance to prove you’re not just qualified - you’re exceptional. Start strong by reviewing every instruction and resource provided - don’t skim, study.

These details are your playbook for success. If there’s a rubric, use it as your checklist. If there’s context, absorb it.

The better you understand the task upfront, the better you’ll perform.

2. How Do I Manage My Time Effectively?

Pace yourself like a pro.

For timed assessments, plan ahead - allocate time to each section, but don’t get stuck in the weeds. For longer tasks, take breaks to stay sharp and focused.

The goal is to work smart, not just hard.

3. Can I Use AI or Other Tools?

Yes, AI and tools can help, but use them wisely!

Stick to what’s allowed for the task - read the instructions carefully. Authenticity is key, so let your skills shine without leaning too hard on shortcuts. If it’s not original, it won’t stand out and impress us.

This is a competitive platform – bring your best.

4. What Are The Most Common Mistakes in Tests?

Some candidates trip up by skipping the details:

• Not reading instructions fully: The devil’s in the details (read carefully!)
• Misunderstanding the task: Don’t assume (clarify before diving in)
• Ignoring the rubric: It’s your secret weapon (use it!)
• Sharing inaccessible files or links: Double-check everything before hitting submit.

Avoid these pitfalls by slowing down, following instructions, and reviewing your work.

For more tips Heather Lother has some advice here.

Heather’s also taken the time to shoot a 6 part video series on acing your Crossover application that you can watch here.

5. Why Does Integrity Matter?

AKA: Don’t bother cheating!

Cutting corners might get you through a test, but it won’t get you through the job. Honesty is the right way to approach your work and it’s your ticket to long-term success.

Show us your skills, your way. The best candidates don’t fake it - they own it.

6. What Happens if I Need to Resubmit?

Didn’t pass? No sweat - it’s not the end, just a chance to level up.

After a waiting period, you can reapply, bringing sharper skills and more confidence to the table. Growth isn’t about where you start - it’s about how you come back stronger.

We also keep your test answers on file in case you apply to any other job roles. That way, you won’t have to write them again. The waiting period is 6 months before you can apply again if you don't make it.

At Crossover, we believe skills-based hiring is the ultimate bias buster.

Our hiring managers don’t care a fig where you’re from, what school you went to, or how impressive your résumé looks.

They only care about one thing: if you can add value to their team.

Our tests and assessments are your chance to prove it!

In-person interviews come at the very end of the process and are designed to validate what we’ve already learned about you from your assessments.

Statistically, very few candidates reach this stage, but those who do almost always succeed, because they’ve already shown they’ve got what it takes.

And let’s not forget the big picture!

Crossover hires globally, and our teams are as diverse as they are talented. With team members in 80+ countries (and counting!), we’ve created a workforce that truly reflects the world - yes, even Antarctica made the list.

Will you?

Give it your BEST shot.

Apply Now!