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TestGorilla Assessment Results Explained: Scores, Percentiles, and Employer Reports
Understand TestGorilla raw scores and percentiles, same-skill comparisons, Profile versus employer views, export differences, and changing overall results.
A TestGorilla raw score measures percentage correct; a percentile compares performance with a reference population and accounts for question difficulty. Neither number is a hiring probability. TestGorilla says same-skill percentiles are designed to be comparable across assessments; it is incorrect to ban all cross-assessment comparisons. See its current percentile explanation.
Also check where you are viewing the result: a candidate Profile and an employer export do not expose identical fields.
Raw score, percentile, and hiring decision
| Number or label | Meaning | Common misreading |
|---|---|---|
| 60% raw score | 60% correct on the scored test | 60th percentile |
| 85th percentile | Relative standing under the provider's scoring model | An 85% chance of an offer |
| Overall assessment result | A result derived from the included tests and weighting | A permanent rating of the person across every role |
The numbers above are illustrative, not a conversion table. You cannot derive a percentile from a raw score alone without the provider's scoring context. The reference population is not simply the people applying to that one employer.
Same-skill comparability also does not mean different skills are interchangeable. An SQL percentile and a communication percentile describe different capabilities. If two overall results use different tests or weights, inspect those differences before treating them as a trend in your ability.
What appears in your Profile versus an employer report?
| Surface | What to expect from the documented view |
|---|---|
| Candidate Profile test results | Percentage-correct scores and test/skill information; not percentile ranks |
| Employer results interface | Raw/percentile views and employer review tools |
| Downloaded or separately shared report | Fields depend on the export and sharing format |
TestGorilla's Profiles guide says to use the email address used for the assessment. Its detailed candidate-view section says candidates see percentage correct, not percentile rankings or exact test questions and answers. Results also depend on sharing and assessment availability. A missing Profile result does not prove that the employer lacks a report.
That support page contains inconsistent statements about custom-answer visibility: its introduction is broader than its detailed custom-question section. This guide therefore does not promise that a candidate can retrieve custom questions or responses. Check the actual shared view or ask TestGorilla about that specific assessment.
The downloaded-results guide describes employer exports with assessment, test, and review information. Do not generalize those fields to the Profile. Private notes or monitoring details shown to an employer need not be in a candidate's feedback.
Why two reports can show different numbers
TestGorilla documents that changing included tests or weights can recalculate an overall result. Its percentile guide also distinguishes export formats: PDFs include both score types, while CSV/Excel exports use the selected metric. First compare the column labels and assessment configuration, not just the values.
For example, a recruiter quoting a percentile and a candidate reading a raw percentage may both be reading the correct result. Conversely, two overall percentages from differently weighted assessments do not establish that a score was altered incorrectly. Request the test name, score type, and configuration date before escalating a discrepancy.
Monitoring flags do not determine the score's meaning
TestGorilla's results-analysis guidance asks employers to interpret monitoring information critically, including webcam flags. A monitoring event is not itself proof of cheating, and a high percentile does not resolve an integrity concern. They are separate pieces of evidence.
If a camera or connection problem affected the attempt, describe what happened and when. Do not infer a secret penalty formula from a rejection email; the employer may consider other hiring criteria, and its threshold is not established by a percentile.
Request an explanation with the right labels
My Profile shows [X%] for [test]. Could you confirm whether the result discussed in my feedback is the raw score or percentile, and whether it refers to this test or the weighted assessment? If feedback is available, which skill area should I improve?
That question separates a metric mismatch from a performance weakness.
Sources and Further Reading
Documentation checked: September 6, 2026.