Aptitude Testing

Problem: False-positive hires

The vast majority of cybersecurity credentials are theoretical. Some vendors even let students bring their books and notes to the test. As a result, employers all over the world routinely hire employees and external consultants who are incapable of doing jobs to the desired level of expertise. Organizations are losing millions of dollars in lost time and resources due to "false-positive hires."

Our Solution

MCSI offers the world's only solution for vetting abilities across 15 cyber domains. Candidates must solve real-world problems and provide deliverables that are similar to what they would do at work. Our customers can use this unique approach to gain unique insights into a person's competencies in order to assess whether they are suited for a specific role or project.

Use Case #1: Hiring Cybersecurity Interns

Our Aptitude Testing capabilities are used by customers to test junior cybersecurity candidates at scale. Thousands of candidates are invited to participate in real tasks without having to read or study their resumes. Customers then shortlist applicants who have showed real skills in a matter of days. Following that, competent individuals are invited to formal interviews, when they are further screened for non-technical needs.

  • Always be advertising for open positions and identifying competent talent
  • Reduce the effort of reading inaccurate CVs
  • Identify talent that a CV could not have made stand-out

Use Case #2: Vetting Contractors

Our aptitude test is used by customers to ensure that third-party consultants assigned to a project fulfil basic competency criteria. This offers them confidence that consultants working on mission-critical systems are capable and skilled at their jobs.

  • Don't pay to train external consultants on-the-job
  • Avoid critical human errors caused by personnel unqualified to work on production systems


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Visit our Frequently Asked Questions (FAQ) page for answers to the most common questions we receive.