Intelligence assessment
The current intelligence experience uses a 40-screen reasoning assessment covering visual patterns, logic, working-memory recall, quantitative reasoning, attention, and applied problem solving. Memorization presentation screens are not counted as scored performance items.
- Only objectively scored items contribute to accuracy.
- An incorrect distractor does not increase a cognitive-domain score.
- The performance score uses item difficulty weighting across scored items.
- Domain results describe performance within this assessment; they are not a clinical or certified IQ diagnosis.
Percentiles and norming
Syniqo does not currently claim a population percentile for Assessment Engine V3. A genuine percentile requires a sufficiently large and appropriate reference sample, a documented norming process, and ongoing calibration.
- Reports show transparent performance scores instead of unsupported population ranks.
- The product labels norming as in progress until a defensible reference population exists.
- Future percentile claims should be versioned to the norm sample and methodology used.
Personality assessment
The personality assessment uses 92 distinct self-report statements across six Syniqo dimensions: visual-context awareness, structured reasoning, sustained focus, context retention, interpersonal awareness, and exploratory creativity.
- Responses use a five-point agreement scale.
- Neutral responses do not create an artificial signal in another trait.
- There are no right or wrong personality answers.
- Results are intended for self-reflection, not psychological diagnosis.
Career-strength assessment
The career assessment uses 35 distinct forced-choice items about preferred work, problem types, environments, responsibilities, feedback, and long-term role direction.
- Results summarize repeated preference signals rather than declaring one perfect job.
- Career recommendations should be treated as hypotheses to test against real experience, skills, constraints, and labor-market conditions.
- The assessment should not be used as the sole basis for employment decisions.
Personalization and gender
Assessment scoring is the same regardless of gender. Syniqo does not use gender to infer that one group should receive more competitive, emotional, confidence, or career-oriented framing than another.
- Gender does not change scoring logic.
- Recommendations are generated from the response pattern.
- Future personalization should be based on explicit user preferences rather than stereotypes.
Retakes and score comparison
Retakes can contain item variants, but current variants are not claimed to be psychometrically equivalent forms. Users should avoid interpreting small score changes as proven cognitive improvement.
- Practice and familiarity can improve retest performance.
- Meaningful longitudinal claims require validated alternate forms and anchor-item calibration.
- Syniqo will distinguish assessment performance from demonstrated long-term change.
Important limitation
Syniqo assessments are educational self-improvement tools. They are not medical, psychological, academic, employment, or certified IQ evaluations. High-stakes decisions should use qualified professional assessment and independent evidence where appropriate.
