Send the Cognitive Ability (IQ) from Greenhouse in 20 minutes
Cognitive ability inside Greenhouse is the test hiring managers reach for when role complexity is high and performance prediction matters more than candidate experience. The Schmidt & Hunter 1998 meta-analysis remains the cornerstone — g-factor predicts job performance better than any other single instrument across 85 years of validation data, with the predictive lift scaling up as role complexity rises. JobCannon's 30-item IQ assessment combines pattern recognition, numerical reasoning, and verbal-reasoning items into a single normalised 70-160 score. EEOC adverse-impact risk is real with cognitive tests — pair the score with a structured interview rubric and document why cognitive ability predicts performance for the specific role before the first hire decision uses it as a screening filter.
Validity
General cognitive ability (g) is the strongest single predictor of job performance across all roles — corrected ρ ≈ .51 in Schmidt & Hunter's 85-year meta-analysis (1998; Psychological Bulletin). Validity increases with job complexity. Cognitive tests also carry the highest EEOC adverse-impact risk; pair with a structured interview and document job-relatedness.
Send the Cognitive Ability (IQ) from Greenhouse
From Greenhouse admin to first scored candidate.
- 1
Add the JobCannon Greenhouse integration
From Greenhouse admin settings, add JobCannon as an Assessment Partner. Paste your Basic Auth credentials (sandbox first, production after the first test cycle). One-time setup, takes 3 minutes.
- 2
Create a Greenhouse scorecard mapped to Cognitive Ability (IQ) dimensions
In your job template, create a scorecard section per Cognitive Ability (IQ) dimension. Each dimension maps 1:1 to a numeric attribute on the Greenhouse scorecard — no provider-specific glue needed.
- 3
Trigger the Cognitive Ability (IQ) on the candidate's stage transition
Add "Send Cognitive Ability (IQ)" as an automatic action when candidates enter the assessment stage. The candidate receives a co-branded Greenhouse email and completes the 20-minute form on mobile or desktop.
- 4
View the score envelope in the candidate profile
The full Cognitive Ability (IQ) score envelope (dimensions, bands, narrative summary) lands in the Greenhouse candidate profile within 30 seconds of submission. Recruiters review without leaving Greenhouse.
Sample score envelope
The exact JSON shape your Greenhouse scorecard receives back. Every JobCannon assessment uses the same dimensions[].score envelope so ranking logic stays consistent across tests.
{
"test": "iq-test",
"version": "v4.0",
"candidate_id": "gh_app_1234567",
"completed_at": "2026-05-16T10:55:03Z",
"duration_seconds": 1124,
"overall_iq": 118,
"percentile": 88,
"band": "high",
"subtests": [
{
"code": "pattern",
"label": "Pattern recognition",
"score": 122,
"percentile": 92
},
{
"code": "numerical",
"label": "Numerical reasoning",
"score": 114,
"percentile": 81
},
{
"code": "verbal",
"label": "Verbal reasoning",
"score": 119,
"percentile": 88
}
],
"narrative_summary": "High-pattern-recognition profile with consistent verbal and numerical strength. Fits complex problem-solving roles in engineering, analytics, and product strategy."
}Other assessments for Greenhouse hiring
Run a different cut on the same candidate by sending one of these from the same Greenhouse pipeline.
Big Five (OCEAN)
personality test
Big Five conscientiousness has the strongest meta-analytic link to job performance of any single personality dimension — corrected ρ ≈ .31 across 117 studies (Barrick & Mount, 1991; Personnel Psychology). The NEO-PI-R is the gold-standard instrument and forms the basis of JobCannon's 50-item adaptation.
Send from Greenhouse →
DISC
behavioural style assessment
DISC measures observable behaviour patterns (dominance, influence, steadiness, conscientiousness) rather than performance predictors. Its meta-analytic correlation with job performance is modest (.10-.15, lower than Big Five). Use it for team-fit and communication-style mapping inside Greenhouse, not as a primary hiring filter.
Send from Greenhouse →
EQ (Emotional Intelligence)
emotional intelligence assessment
Emotional intelligence shows modest incremental predictive validity over cognitive ability and Big Five for jobs with high emotional-labour demands — corrected ρ ≈ .24 for customer-facing and people-management roles (Joseph & Newman, 2010; Journal of Applied Psychology, k=88). Less informative for back-office, technical, or independent-contributor roles.
Send from Greenhouse →
Frequently asked
Is cognitive ability EEOC-defensible for Greenhouse hiring?+
Yes, with caveats. Cognitive ability is the most predictive single test (ρ .51 vs job performance) but also carries the highest documented adverse-impact risk against some protected classes. EEOC defensibility requires (1) documented job analysis showing cognitive ability is required for the role, (2) pass-bands set above floor not above ceiling, (3) pairing with structured interview, (4) ongoing adverse-impact monitoring. Most EEOC settlements involving cognitive tests stem from skipping step 1 — document job-relatedness before the first hire decision.
How long does the IQ test take inside Greenhouse?+
Median candidate completion is 20 minutes on JobCannon's 30-item form. This is the longest assessment in the B2B catalog — candidate friction is higher than DISC or Big Five but worth it when role complexity justifies the lift in predictive validity.
Which Greenhouse roles benefit most from cognitive testing?+
Roles with high task complexity — software engineering, data science, research, finance analyst, product strategy, executive roles. Schmidt & Hunter (1998) shows validity rises with complexity: low-complexity jobs ρ ≈ .23, high-complexity ρ ≈ .58. Skip cognitive testing for low-complexity roles where the lift does not justify the candidate-friction or legal exposure.
What's the score envelope for cognitive ability?+
One overall 70-160 IQ score with percentile and band label, plus three subtest scores (pattern recognition, numerical reasoning, verbal reasoning) on the same scale. Returned via Greenhouse Assessment Partner API in the standard envelope.
How do I configure pass-bands without triggering adverse impact?+
Set the band at the floor of acceptable performance, not the ceiling of available talent. The four-fifths rule (EEOC 1978) flags any selection ratio where one group passes at less than 80% the rate of the highest-passing group — band selection that produces a tighter ratio than 80:100 triggers EEOC scrutiny. Run an adverse-impact analysis on your first 30 cohort decisions and adjust before scaling.
How is the IQ test priced for Greenhouse customers?+
Free for sandbox + first 5 invitations per month. From $99/mo on the Business tier — same flat pricing across all 22 hire-eligible tests including cognitive ability.
Send the Cognitive Ability (IQ) from Greenhouse this week
Email [email protected] with your Greenhouse tenant ID. Sandbox credentials provisioned within one business day.
Prefer to try the Cognitive Ability (IQ) first? Take it on JobCannon to see exactly what your candidates will see — or read the assessment API docs for the full envelope spec (Iq Test).