UBS, the Swiss multinational investment bank, uses cognitive assessments as part of its hiring process for various roles — particularly for internships, graduate programs, and entry-level analyst positions. Like many global financial services firms, UBS relies on standardized cognitive testing to evaluate candidates at scale before moving them to later interview stages.
The specific cognitive assessment used can vary by role, location, and hiring cycle. UBS has used several formats over the years, including tests from major providers like SHL, Korn Ferry, or Predictive Index (PI). Depending on when and where you're applying, you might encounter numerical reasoning tests, verbal reasoning tests, logical/abstract reasoning assessments, or a combined cognitive battery.
The Predictive Index Cognitive Assessment (PICA) is one format that appears in UBS hiring contexts. It's a 12-minute, 50-question test that covers numerical, verbal, and abstract reasoning. Understanding the PI format — and cognitive assessments generally — helps you prepare more effectively regardless of the specific tool UBS deploys in your application process.
Cognitive assessments at financial institutions like UBS typically evaluate three core abilities:
Questions involving data interpretation, percentage calculations, ratio problems, and basic financial arithmetic. You're given tables, graphs, or charts and asked to draw conclusions or calculate values. You don't need advanced math — these are judgment questions that test whether you can interpret quantitative information accurately under time pressure.
Common question types: "What percentage increase does the table show from Year 1 to Year 3?" / "If the trend continues, what would be the projected value in Year 5?" / "Which department has the highest ratio of costs to revenue?"
Passages of text followed by statements you evaluate as True, False, or Cannot Say. The "Cannot Say" option is where many candidates make errors — it applies when the passage neither confirms nor denies the statement. You're being tested on logical inference from the text only, not your prior knowledge of the subject.
The key skill: resisting the temptation to answer based on what you know or believe to be true in the real world. Your only evidence is what's written in the passage. Statements that seem obviously true may be "Cannot Say" if the passage doesn't actually address them.
Pattern recognition questions with shapes, symbols, and sequences. You identify the rule governing a pattern and predict the next element. Abstract reasoning tests measure fluid intelligence — the ability to think through novel problems without prior knowledge.
These questions can feel unfamiliar at first but are very learnable. Common patterns include rotation sequences, alternating rules, element subtraction/addition, and combined transformation rules. Once you've seen 50-100 of these questions, the pattern types become recognizable.
If UBS uses the Predictive Index Cognitive Assessment, here's the specific format:
The 12-minute time limit for 50 questions works out to about 14 seconds per question — which means nearly everyone runs out of time. The test is deliberately speeded. Your goal isn't to answer all 50 questions correctly; it's to answer as many as possible accurately while managing the time pressure.
Strategies for the PI format specifically: don't spend more than 20-25 seconds on any one question. If you're stuck, make your best guess and move on. Unanswered questions score zero; guessed wrong answers also score zero — so guessing is always worth it if you have any elimination to work from.
Cognitive assessments are among the most coachable parts of the hiring process. The skills they test respond to deliberate practice. Here's how to build those skills efficiently.
The time pressure is real, and it's a trainable aspect of performance. Your goal is to build up a response speed where you can correctly answer most of your "zone of competence" questions in 15-20 seconds, leaving more time for harder questions. This speed comes from familiarity with question formats, not just intelligence.
Start by doing practice questions untimed to build accuracy. Once you can consistently get a category right, add time pressure. Work toward naturally picking up pace without sacrificing accuracy on questions you know how to answer.
A disproportionate number of verbal reasoning errors come from candidates who select True when the correct answer is Cannot Say, or vice versa. Drill this distinction specifically. When evaluating a verbal reasoning statement, force yourself to find the exact sentence(s) in the passage that would support a True or False answer before selecting anything other than Cannot Say.
Practice tip: cover the statement, read the passage, then uncover the statement and ask: "Does this passage directly address this claim?" If no, the answer is Cannot Say regardless of whether the claim is plausible.
Abstract reasoning improves dramatically with exposure to common pattern types. After seeing enough shape sequences, you start recognizing patterns immediately rather than having to work them out from scratch. Invest time in abstract reasoning practice specifically — it often has the highest ceiling for improvement among the three question types.
Common pattern categories to learn: rotation (shapes rotate by consistent increments), reflection/mirroring, alternating attributes (every other element changes), progressive sequences (attribute increases or decreases predictably), and combined rules (multiple attributes changing simultaneously).
Practice under the actual time constraints you'll face. If you're preparing for the PI, take 12-minute timed sessions. If you're preparing for a full SHL battery with 25-minute numerical and verbal sections, practice those time limits specifically.
Testing yourself at home in comfortable conditions and then encountering real exam pressure are different experiences. Build your mental ability to focus under time pressure by practicing that way — not just in comfortable, untimed sessions.
Cognitive assessments at UBS are typically part of a multi-step hiring process. Understanding where the test fits helps you prioritize preparation appropriately.
For graduate and internship programs at UBS, a typical process runs: online application → online assessments (cognitive + sometimes a personality or situational judgment test) → video interview or HireVue → in-person assessment center or panel interview → offer.
The cognitive assessment serves as a screening step — it narrows the field from many applicants to a smaller pool who move forward. Passing the assessment doesn't guarantee an offer; failing it typically ends the application. This means cognitive test preparation is worth taking seriously, but it's also not the whole picture — you need to prepare for the interview stages as well.
Average scores on cognitive assessments in competitive financial services hiring contexts tend to be higher than general population norms. Other candidates applying to UBS have strong academic backgrounds. The practical implication: aim to score in the top quartile or higher, not just above the midpoint. Preparation that gets you from average to above average can make a meaningful difference in a competitive applicant pool.
When the test day arrives, a few practical habits protect your performance.
Take the test at a time when you're mentally sharp — mid-morning works well for most people, after caffeine has kicked in but before afternoon energy dips. Don't take it when you're exhausted, rushed, or distracted. Cognitive tests are sensitive to fatigue in ways that differ from content knowledge tests.
Read the instructions for each question type carefully, especially verbal reasoning instructions about the True/False/Cannot Say framework. Assessments from different providers phrase these instructions slightly differently, and you want to be clear on the exact rules before starting.
Don't agonize over answers. Make your best judgment and move on. The worst thing you can do on a speeded test is spend 60 seconds on one hard question while several easier questions sit unanswered. Train this habit during practice, not during the real test.
After it's done, regardless of how it felt, the preparation work you put in wasn't wasted — it builds cognitive flexibility and pattern recognition that serves you across any assessment format you encounter in hiring, not just at UBS.