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There is no universal “good” score. As a rule of thumb, read a candidate’s percentage as a percentile: a 70% score suggests the candidate performed better than roughly 70% of practitioners with those skills at that experience level. Equip works best when you sort candidates by score and shortlist the top performers, rather than judging any single score in isolation.

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Score Benchmarks

When Equip’s content team designs questions, they follow a percentage as percentile rule of thumb. If you create an assessment for a Digital Marketer with 0 to 2 years of experience and a candidate scores 70%, you can interpret that as: this candidate is better than about 70% of practicing digital marketers with 0 to 2 years of experience. The same logic applies at any point on the scale:
If your assessment mixes questions at different difficulty levels, for example 4 Medium skills and 2 Hard skills, the percentile reading becomes a weighted average across those experience levels rather than a single clean benchmark. See Question Difficulty Levels for how difficulty maps to experience.

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Context Matters

Asking “what is a good assessment score?” is a bit like asking “what does an apartment cost?”. The honest answer is: it depends. When you create an assessment, Equip selects questions based only on the skills and difficulty levels you choose. It knows nothing about your company, your hiring bar, or how selective the role needs to be. Before you anchor on a number, consider three questions: The same 65% can be a strong signal in one context and a weak one in another. Decide what the score is for before deciding what counts as good.

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Using Cutoffs

Recruitment is often a relative game. You are rarely looking for an objectively perfect candidate; you are looking for the best people in the pool you actually have. This is where Equip is most effective. Instead of fixing a cutoff in advance, let the pool set it:
1

Let the results come in

Wait until most candidates have completed the assessment, so the score distribution reflects your real pool.
2

Sort by Overall Score

Open the assessment results and sort candidates by their Overall Score, which combines each test’s percentage with its weightage. See Test Scores and Overall Score for the exact formula.
3

Shortlist the top N

If you need 5 candidates from a pool of 100, take the top 5. You can also apply score filters and update candidate statuses, such as Shortlisted or Rejected, in bulk.
Avoid reusing a fixed cutoff, such as “always shortlist above 60%”, across different assessments. Each assessment has its own skills, difficulty mix, and test weightages, so the same number does not mean the same thing everywhere.
Note that some tests do not produce a simple percentage at all. English Communication results use CEFR levels, psychometric tests are unscored personality profiles, and both psychometric and typing tests carry no weightage toward the Overall Score.