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There is no universal “good” score. Read a candidate’s percentage as a percentile, then sort candidates by score and shortlist the top performers, rather than judging any single score in isolation.

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Score Benchmarks

Equip’s content team designs questions around 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 difficulty levels, for example 4 Medium skills and 2 Hard skills, the percentile reading becomes a weighted average across those experience levels. See Question Difficulty Levels for how difficulty maps to experience.

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Context Matters

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:

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Using Cutoffs

Recruitment is often a relative game: you are looking for the best people in the pool you actually have. Instead of fixing a cutoff in advance, let the pool set it:
1

Sort by Overall Score

Once most candidates have completed the assessment, open the results and sort by Overall Score.
2

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.
Full Stack Developer results filtered with a cut-off of 80, all 49 remaining candidates selected, and the Change Stage menu open with Applied, Shortlisted, Hired and Rejected

Set a cut-off, select the candidates above it, and change their stage together

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.
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.