By Suited

What is the Suited psychometric assessment?


What is the Suited psychometric assessment?

By Suited

Have questions about the Suited psychometric assessment? Read on to learn what we're measuring and how we apply it to our predictions.

Suited is a predictive recruiting network that enables law firms and investment banks to understand which candidates have the right combination of traits and competencies to succeed in their firms. To make those determinations, we gather key data from candidates using two assessments, one of which is a proprietary psychometric assessment. It was developed and validated by our internal team of Industrial and Organizational Psychology professionals, and built specifically for the investment banking and legal industries. 

Current employees at our partner firms also complete the Suited psychometric assessment. We then collect performance ratings for each participant from the firm, and determine which combination of personality traits drive success. Because many different types of people may be high performers at a single firm, we use AI to map all the different possible combinations of traits that can lead to success. This creates space for different types of personalities to shine, and helps firms avoid homogenous hiring practices and like-me biases that often surface during the recruiting process. 

The psychometric assessment measures your traits, values, and stress response style in the workplace. 


Psychometric Traits

The psychometric traits measured relate directly to behaviors that are relevant to on-the-job performance, such as problem-solving, collaboration, effort, commitment, responsibility, ambition, independence and task-focus. The investment banking and law assessments measure different traits, and more detail on those traits can be found at the links above. 



Values serve as guiding principles in a person’s life, and when applied to the workplace, can explain an individual’s decision-making, attitudes, and behavior. The assessment measures the following values:

  • Achievement
  • Altruism
  • Benevolence
  • Conformity
  • Equity
  • Power
  • Security
  • Self-Direction
  • Stimulation
  • Tradition

Stress Response Style

These are the styles that measure personal preferences for handling high stress situations such as tight deadlines, changing priorities, and hostile environments. Keep in mind, we are not determining whether or not you are “effective” at handling stress, but rather which style of stress response you most often gravitate towards. This is important to note because the assessment cannot and will not pick up on any anxiety disorders, such as Post-Traumatic Stress Disorder (PTSD). The assessment measures preference for the following approaches to managing stress:

  • Active Coping
  • Positive Reframing
  • Social Support

Some things to keep in mind as you prepare to take the assessment: 

  • Candidates are asked to respond to both Likert and Forced-choice items. For more details on what those look like, please visit the appropriate Suited Resource Guide (investment banking and law). 
  • The psychometric assessment will take approximately 20 minutes to complete, though you will not be timed and you can take as long as you’d like to finish. You are not required to complete the psychometric assessment in one sitting.
  • You will not be able to retake the assessment.
  • Your approach to the question should be from the point of view of an employee in a company environment rather than your conduct in personal or social situations outside of work.
  • Try not to over-analyze the statements. We will obtain more accurate results if you answer naturally. Think of your tendencies rather than extreme scenarios or specific situations.
  • There is no benefit to racing through the questions. Read each question and respond to the options carefully, choosing the ones that best reflect you. Don’t dwell too much on each question, and aim for a focused and steady pace.
  • Know that your results are not dependent on one, single response. We take an aggregation of your responses and present the summary to firms.
  • When we say there are no right or wrong answers, we mean it. Every firm has a different and unique definition of success. The use of AI allows this picture to be very nuanced, and is often based on how traits interact with one another rather than the presence or absence of a single trait.
  • All questions and prompts included in the psychometric assessment have been tested and validated to accurately measure the desired trait.