Prepare for the Schroders recruitment process with tailor-made practice materials.

Schroders Aptitude Tests

About Schroders

Schroders is a global asset management company, operating across 37 countries. It prides itself on actively and responsibly managing the investments of clients - both institutions and individuals - across the wealth spectrum. Its clients include sovereign wealth funds, insurance companies, pension schemes, endowments and foundations. Schroders also works with financial advisers, distributors and online platforms, managing wealth for end clients across a broad range of asset classes and geographies. The company manages a portfolio collectively amounting to £574.4 billion.

Schroders offers a diverse range of products and solutions, with employees working across the business areas of Accounting & Finance, Tax, Wealth Management, Technology, Investment, Risk & Compliance, Sales & Marketing and Real Estate.

The company's five core values of Integrity, Passion, Teamwork, Innovation and Excellence are embedded in its work, with employees expected to exhibit strengths under these umbrellas.

Schroders Application Process

As with most financial services organisations, the recruitment process at Schroders is competitive. Only candidates whose performance places them at the top of the cohort will be invited to the next stage in the hiring process.

The stages include the completion of an online application, online psychometric assessments, a video interview, an assessment centre and a final interview.

The recruiting process follows the same structure for the hiring of graduates, interns, placement students, trainees and apprentices. Graduate, Intern and Placement Year Programmes are recruited for on a rolling basis. You can only apply once within a 12-month period so, if unsuccessful, will have to wait until the following year.

The process for experience hires also follows a similar structure, but some stages (such as the assessment centre) may be omitted depending upon career level and role.

Online Application

The first stage of the Schroders recruitment process is the online application form. This requires you to fill in your personal details and upload your CV. No cover letter is required. Ensure your CV is up to date and tailored to the role for which you are applying. To do this, review the job description, responsibilities and criteria.

All applications must be made via the online applicant tracking system, and no CVs emailed outside of this will be accepted.

The online form will also ask a series of questions, so the recruitment team can get a better idea of your motivations, strengths and experience. It is important to answer the questions thoughtfully and honestly, illustrating what makes you the right fit for Schroders and the open job role or programme vacancy.

Some questions will be free text, and you will have 200 words to craft your response. Make the most of your words and be sure to consider the specifications of the job and the Schroders core values in your answers. Ensure you proofread your answers carefully to check for any spelling errors.

Be aware that you may be asked about your responses to these questions later in the process, so save a copy of your answers.

If necessary, you can save your progress and return to the application form later. Remember, though, that programme applications are reviewed as they are received. This means the earlier you apply, the better your chances of being selected to progress to the next stage.

Once your application has been screened, you will be invited to sit the online assessments.

Online Assessments

Schroders requires prospective employees to sit several online psychometric tests. These assessments are taken at home and candidates will need access to a computer, laptop or tablet, along with a stable internet connection.

Numerical reasoning test

The first of these tests is a numerical reasoning assessment. This tests a candidate's ability to deal with numerical data presented in graphs, charts and tables. Questions involve basic arithmetic, fractions, percentages, ratios, sequences and currency conversions.

The data candidates are required to interpret will likely be financial data, presented within a realistic scenario. The situations may alter depending upon the role you are applying for, to reflect the type of interpretation and analysis undertaken. Some may require you to respond to hypothetical questions from your colleagues in a messenger style format.

Take a look at our 2020 guide to numerical reasoning tests here.

Inductive reasoning test

The second assessment is an inductive reasoning test. This is a logic test which assesses critical thinking and problem-solving ability. It requires candidates to work systematically through questions involving shapes and diagrams, to identify relationships, trends and governing principles in order to select the correct answer. This test requires no prior knowledge, instead focusing upon your skills of deduction.

Both of the above reasoning assessments are timed, so require both accuracy and speed. They are provided by the publisher SHL.

Personality type questionnaire

The final assessment is a personality type questionnaire, to explore your character and behavioural traits. Although personality tests have no incorrect answers, there are likely responses that align more closely with Schroders' core values, ways of working and company culture.

If you pass these online assessments, you will be invited to a video interview.

Video Interview

The video interview requires candidates to submit their answers to a series of pre-recorded questions. An online platform, provided by Aon Cut-e, allows you to record and submit your responses.

Before you start the interview, you will be able to familiarise yourself with the process by recording the answer to a practice question. This will give you the chance to iron out any technical difficulties with your camera, microphone or internet connection.

Consider your environment. A quiet space free from distraction is best for recording your answers, whilst a bright neutral background ensures the focus is upon you. Even though it is not a face-to-face interview, dress smartly to convey your professionalism.

During the interview, you will have 2 minutes to absorb each question and prepare your response. You will then have a further 2 minutes to record and submit your answer. Try to relax in front of the camera and treat the interview like a conversation, speaking clearly and with conviction.

The questions will be competency and knowledge based, exploring your personal skills, experience and motivation for applying to Schroders as well as your awareness of the industry landscape and relevant developments. It is important to convey your passion and aptitude for your chosen business area and job position.

Once they are submitted, a relevant senior manager will review your responses.

Assessment Centre

The Schroders assessment centre is the penultimate stage of the recruitment process for graduates, interns, trainees and apprentices. Programme applicants take part in tasks, which differ according to the business area applied for. The tasks may include group exercises, written exercises (i.e. responding to a case study) and/or a presentation.

Competency will be assessed, alongside the ability to work well collaboratively. Take the opportunity to display your skills, whilst also conveying that you can listen and encourage others in order to draw the best out of a team.

Prepare for the assessment centre by thoroughly researching Schroders, its work in your chosen business area and the wider industry landscape. Reading through financial news will help you to practise rapidly absorbing, interpreting and drawing conclusions from new information (such as required within the tasks), whilst expanding your contextual knowledge.

As well as meeting your cohort during the assessment centre, you will also get the chance to meet current employees and senior staff. Formulate a couple of insightful questions in case the opportunity to pose them arises.

It is important to remember that recruitment is a two-way process – the assessment centre is also a chance for you to get a feel for your business area and to explore whether Schroders is the right fit for you.

Final Interview

The final stage of the process is an interview with senior staff within your chosen department. The interview questions will be competency-based and may also draw upon information you have submitted throughout the hiring process.

Think carefully about your skills and competencies and how they align with your chosen business area and role. The recruitment team is looking for an individual who will transition easily into the job, reach peak performance rapidly and thrive in the role. You will need to display your aptitude, enthusiasm and dedication.

Your interviewer(s) will also be looking to see that you are aligned with Schroders' core values (Integrity, Passion, Teamwork, Innovation and Excellence) and that you have the capacity to cultivate strong client relationships.

Be honest and natural, but confident in your own abilities, evidencing that you are a valuable addition to the department's talent.


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