CCAT Scores by Job: Official Examples and Employer Context

Last updated: 2026-07-28

CCAT score expectations can differ by job family, employer, and recruitment process.

Criteria does not publish one universal passing score for every role.

Instead, its score reports can display position-associated suggested raw-score ranges where a job association is applied. Employers can also use custom score ranges or their own selection rules.

This page provides a limited snapshot from the public sample report currently linked by Criteria. The PDF is dated June 5, 2023, so its job-family ranges must be treated as official examples rather than confirmation of a current employer policy. This page does not reproduce the complete table.

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Use the CCAT practice comparison and online tests as the main preparation route, or begin with the free 30-question CCAT practice test. For an external alternative, the JobTestPrep CCAT PrepPack includes timed simulations and score reports. You can also consult JobTestPrep's CCAT scores guide for an independent score explanation.

How to Use This Page

Use these examples to understand how Criteria can associate a raw-score range with a job family. Do not use them to claim that a named employer currently requires the lower number shown.

For how range labels work, read CCAT score ranges. For the absence of one universal pass mark, read CCAT passing score. Employer-specific JobTestPrep links will be added on relevant company guides only after the exact destination has been verified.

Examples in Criteria’s Public Sample Report

The sample PDF currently linked from Criteria’s CCAT page is dated June 5, 2023 and lists suggested raw-score ranges for many job families. The values below were checked against that public PDF on July 26, 2026.

A limited selection includes:

Job family	Suggested raw-score range in the current sample report
Accounting	20–50
Analyst	22–50
Architecture and Drafting	20–50
Aviation	20–50
Customer Service Manager	19–50
Customer Service Representative	17–50
Data Analytics and Statistics	24–50
Engineering	22–50
Finance Manager	22–50
Human Resources	20–50
IT and Computing Systems	21–50
IT Manager	20–50

These are examples from an official sample report.

They are not:

guaranteed employer cutoffs;
universal requirements for every similarly named role;
proof that a score inside the range guarantees progression;
proof that a score below the range guarantees rejection;
a substitute for current recruiter communication.

Why the Ranges Often End at 50

The CCAT raw-score scale runs from 0 to 50.

A suggested range can therefore be displayed from a lower role-associated boundary to the maximum possible raw score.

This does not mean that every score above the lower boundary is treated identically by an employer.

The employer may still review:

overall percentile;
ability-area percentiles;
distance from the lower boundary;
other assessments;
interviews;
experience;
qualifications;
applicant competition.

Suggested Range vs. Employer Requirement

A Criteria suggested range provides role-related context.

An employer requirement is a decision rule for a specific vacancy.

The employer may:

use the official suggested range;
use a custom range;
choose another job association;
set an internal raw-score cutoff;
set a percentile benchmark;
compare candidates without one hard cutoff;
combine several assessments.

Do not publish Company X requires 30 without current authoritative evidence for the exact role and recruitment campaign.

Why Similar Job Titles Can Use Different Expectations

Two roles with similar titles can differ in:

seniority;
numerical complexity;
decision-making demands;
training requirements;
communication requirements;
industry context;
applicant pool;
additional screening stages.

A generic job-family range cannot reveal every employer’s policy.

Analysts and Data Roles

The current sample report lists:

Analyst: 22–50;
Data Analytics and Statistics: 24–50.

These values provide official sample-report context.

They do not prove that every financial, business, data, or software analyst role uses the same association or threshold.

Use the current vacancy and recruiter guidance.

Engineering and Technical Roles

The current sample report lists:

Engineering: 22–50;
IT and Computing Systems: 21–50;
IT Manager: 20–50.

A software, support, infrastructure, engineering, or management vacancy may be associated differently.

Do not infer a private requirement from the job title alone.

Customer Service Roles

The current sample report distinguishes:

Customer Service Manager: 19–50;
Customer Service Representative: 17–50.

This illustrates how seniority and role association can change the displayed range.

It does not establish automatic cutoffs for every customer-service employer.

Finance and Accounting Roles

The current sample report lists examples including:

Accounting: 20–50;
Finance Manager: 22–50.

A finance employer may choose another association, use a custom range, or combine the CCAT with technical knowledge tests.

How to Verify a Job-Specific Score Claim

Check:

current employer or recruiter communication;
exact vacancy and location;
assessment name;
whether the number is a raw score or percentile;
whether it is required, suggested, preferred, or historical;
publication date;
whether the employer uses a custom range;
whether the claim comes only from a forum or preparation provider.

Do not convert a percentile requirement into an exact raw score using an independent table and present it as official.

How to Set a Practice Target by Job

When current employer information is unavailable:

collect several unseen timed raw scores;
compare them with the official average for general context;
identify your weakest ability area;
improve consistency;
use role information only as a cautious reference;
avoid inventing a cutoff.

Where a verified employer minimum exists, aim for a stable practice margin rather than one isolated result at the boundary.

Independent practice still cannot guarantee the official outcome.

Employer Guides on CCATPracticeTest.com

Use employer-specific guides for process information:

Each guide must distinguish verified current employer information from third-party estimates.

Independent Preparation Options

Review complete CCAT preparation

Candidates comparing another independent provider may review JobTestPrep CCAT preparation.

Frequently Asked Questions

Is there one CCAT score required for every job?

No.

Are the ranges in this page official?

The limited examples come from Criteria’s current public sample report and must be reverified before publication.

Is the lower boundary automatically a pass mark?

No. Only the employer can confirm how it uses the range.

Why do different job families have different lower boundaries?

The ranges provide role-related context for different cognitive demands and job associations.

Does a score inside the range guarantee an interview?

No.

Can an employer use a custom range?

Yes. Criteria states that custom score ranges are available.

Should I rely on an old score-by-job table?

No. Verify current official and employer information.

Official and Independent Sources

Maintain official facts using current Criteria candidate and assessment sources:

Independent preparation sources consulted for practice context include:

Official Criteria information controls official assessment facts, reports, event handling, and candidate guidance. Independent providers supply preparation rather than the secure live assessment.

Independent-Site Notice

CCATPracticeTest.com is an independent information and test-preparation website.

It is not affiliated with, authorized by, sponsored by, or endorsed by Criteria.

Criteria, CCAT, UCAT, HireSelect, employer names, product names, and related marks may be trademarks of their respective owners.

All original practice questions and examples on this page are independently created. They do not reproduce secure live assessment content.

Independent practice scores, percentiles, ranges, and readiness judgments are not official Criteria results or employer decisions. The official invitation, live instructions, score report, and employer communication take priority over third-party information.

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