cut-e Tests 2026: Complete Guide to Aon Assessments
Everything you need to know about cut-e (now Aon's assessment platform) — test types, formats, adaptive scoring, which employers use it, and how to prepare effectively.
What is cut-e / Aon?
cut-e was founded in Hamburg in 2002 as a specialist online assessment provider. In 2017, Aon — the global professional services firm — acquired cut-e and integrated it into its Talent Assessment division. Today, cut-e assessments are administered under the Aon brand, though the test names, formats, and platform (the "scales" series) remain largely the same and are still widely known as "cut-e tests" by candidates and employers.
cut-e is used by over 500 employers globally across financial services, retail, aviation, public sector, and professional services. Major users include Deutsche Bank, Lufthansa, Vodafone, Shell, Aldi, Lidl, and several UK and Australian public sector bodies.
Unlike SHL's fixed-format tests, many cut-e assessments use an adaptive algorithm — the difficulty of each question adjusts based on your previous answers. This makes cut-e tests feel different from SHL: they often have shorter time windows (some as brief as 6–12 minutes) but more precisely calibrated difficulty. Speed and accuracy under tight time constraints are the primary challenge.
All cut-e Test Types (the scales Series)
cut-e's aptitude tests are collectively known as the scales series. Each test name follows the format "scales [descriptor]" — for example, scales numerical, scales verbal, scales logical. The full battery covers numerical, verbal, logical, spatial, and checking ability.
📊 scales numerical
Numerical data interpretation — charts, tables, ratios. Adaptive difficulty. 6–12 min window.
📝 scales verbal
Reading comprehension and verbal reasoning. True/False/Cannot Say format. Short passages.
🧩 scales logical
Abstract pattern sequences and rule-based logical reasoning. Adaptive format.
🔷 scales deductive
Syllogisms, logical deductions, if-then reasoning chains. Structured rule application.
🔵 scales inductive
Pattern completion and figure matrices. Similar to abstract reasoning tests.
🔍 scales ix (checking)
Error checking — spot differences between two sets of data quickly. Speed-critical.
🧠 scales cls (spatial)
3D spatial reasoning — cube assembly and figure rotation tasks.
📱 squares
Game-based working memory assessment — monitor changing grid patterns simultaneously.
Employers select a subset of the scales battery relevant to the role. Corporate graduate roles commonly use scales numerical + verbal + logical. Operations and logistics roles may add scales ix (checking). Aviation roles (e.g., Lufthansa pilot selection) use a much larger battery including spatial and working memory tests. Your invitation email will specify which tests are included.
Numerical & Verbal Scales
scales numerical
scales numerical presents data in tables and charts (bar, line, pie) and asks you to calculate or interpret values using that data. Questions involve percentage change, ratios, proportions, and multi-step calculations. The adaptive format means earlier questions calibrate to your level — early accuracy affects the difficulty of later questions and your final percentile score.
| Feature | scales numerical | SHL Numerical Reasoning |
|---|---|---|
| Time limit | 6–12 minutes total | ~25 minutes total |
| Questions | ~12–18 (adaptive) | 20–25 (fixed) |
| Format | Adaptive — difficulty adjusts per answer | Fixed — same questions for all |
| Calculator | On-screen calculator provided | On-screen calculator provided |
| Data format | Tables and charts | Tables and charts |
scales verbal
scales verbal presents short passages (typically 3–5 sentences) followed by a statement. You decide whether the statement is True, False, or Cannot be determined from the passage. The key skill is strict evidence-based reasoning — answer only from what the passage explicitly states, not from general knowledge or inference.
- Read the statement before the passage — know what you're looking for before you read.
- Default to Cannot Say conservatively — if the passage doesn't explicitly confirm or deny, Cannot Say is correct.
- Watch for absolute language — words like "always," "never," "all" in statements are often False because passages rarely make absolute claims.
Logical & Deductive Scales
scales logical
scales logical presents sequences of abstract shapes or symbols and asks you to identify the missing element. Like SHL's inductive reasoning test, it measures pattern recognition and fluid intelligence — the ability to identify rules from unfamiliar visual information. The adaptive format means the sequences become progressively more complex if you answer correctly.
- Scan for the simplest rule first — most sequences follow 2–3 rules simultaneously (e.g., number changes + rotation + colour alternation). Identify one rule at a time.
- Use elimination — quickly eliminate options that violate any single rule; don't try to construct the answer from scratch.
- Manage time per question — the adaptive format means spending too long on a hard question has a double cost: lost time and a potentially harder next question regardless.
scales deductive
scales deductive tests syllogistic and rule-based reasoning. You are given a set of rules or premises and must determine whether a conclusion follows necessarily. This is similar to the Watson Glaser Critical Thinking Test's deduction section — strict logical validity, not real-world plausibility.
A common mistake is evaluating whether a conclusion is true in the real world rather than whether it follows necessarily from the given premises. In deductive reasoning tests, a conclusion is valid if and only if it must be true given the premises — even if it contradicts what you know to be factually accurate.
scales ix (Error Checking)
scales ix is a speed-critical checking test. You are shown pairs of data entries (names, numbers, codes) and must quickly identify whether each pair is identical or contains a difference. It measures attention to detail and processing speed. There is no "reasoning" element — it is pure accuracy at pace. Candidates who perform poorly typically make errors due to rushing rather than missing the differences conceptually.
Personality & Motivation (motive.q)
cut-e's personality and motivation assessment is called motive.q. It measures work-related motives, values, and personality dimensions relevant to job performance and cultural fit. Like the SHL OPQ32, it uses a forced-choice format — you are presented with statements and must indicate which is most like you and which is least like you from a set of options.
motive.q assesses dimensions including: achievement motivation, social orientation, autonomy preference, structure vs. flexibility preference, risk tolerance, and resilience. Employers use motive.q to evaluate cultural fit and role suitability alongside aptitude test scores.
Unlike aptitude tests, motive.q is assessed against a role-specific profile — the ideal score depends on what the employer is hiring for. A high autonomy score may be ideal for a consulting role and a poor fit for a process-driven operations role. The best approach is to answer authentically and consistently — forced-choice formats check for internal coherence across similar questions.
Which Companies Use cut-e?
cut-e is widely used across financial services, utilities, aviation, retail, and public sector employers. Unlike SHL (which is dominant in UK professional services and banking) or Korn Ferry Talent Q (used heavily in some FTSE firms), cut-e has particularly strong adoption in German-speaking countries and global aviation.
| Employer | Sector | Typical cut-e Tests Used |
|---|---|---|
| Lufthansa Group | Aviation | Full battery incl. spatial, working memory, personality |
| Shell | Energy | scales numerical, verbal, logical + motive.q |
| Vodafone | Telecoms | scales numerical, verbal, logical |
| Aldi / Lidl | Retail | scales numerical, verbal, scales ix (checking) |
| Deutsche Bank | Investment Banking | scales numerical, verbal + motive.q |
| UK NHS / Civil Service | Public Sector | scales numerical, verbal, deductive |
| Siemens | Engineering | scales numerical, logical, spatial |
cut-e vs SHL vs Korn Ferry Talent Q
The three major psychometric assessment providers — SHL, Korn Ferry (Talent Q), and cut-e (Aon) — differ significantly in format, adaptive difficulty, time pressure, and employer adoption. Understanding these differences helps you calibrate your preparation to the specific provider you'll face.
| Feature | cut-e (Aon) | SHL TalentCentral | Korn Ferry Talent Q |
|---|---|---|---|
| Format | Adaptive (difficulty adjusts per answer) | Fixed (same questions for all) | Fully adaptive (hardest questions = higher ceiling) |
| Time pressure | Very high — 6–12 min per test | Moderate — 20–25 min per test | High — strict per-question time limits |
| Question volume | Lower (adaptive precision) | Higher (fixed bank) | Lower (adaptive) |
| Numerical style | Tables and charts, adaptive difficulty | Tables and charts, fixed difficulty | Single data set, harder maths |
| Key challenge | Speed under adaptive pressure | Accuracy and pace management | Difficulty ceiling — hardest questions are very hard |
| Geographic strength | Germany, aviation, global energy | UK, US, Australia — broad | UK professional services, select FTSE firms |
For a comprehensive side-by-side comparison of all three providers, see our SHL vs Korn Ferry vs cut-e guide.
Frequently Asked Questions
Ready to Practise for cut-e Tests?
The core skills in cut-e's scales series — numerical reasoning, verbal reasoning, and logical pattern recognition — are the same skills our free timed practice tests develop. Build speed and accuracy before your test date.