CCAT (Criteria Corp)
Criteria Corp sets a six-month wait between CCAT attempts as standard policy. Individual employers can override this for specific candidates, typically only when the original attempt had documented technical issues.
If you request a retake through your employer contact, be specific about the reason. Requests based on "I want to improve my score" almost never succeed. Requests based on "my internet dropped at minute 11 of the test" often do.
Wonderlic
Wonderlic sets a 30-day minimum between retakes, which is the shortest window of any major cognitive test vendor. On paper this sounds generous. In practice, employers frequently either ignore the retake entirely or average the two scores, which neutralizes the benefit.
If you are retaking the Wonderlic, assume your first score will still influence the hiring decision. Prep seriously.
PI Cognitive
The Predictive Index Cognitive Assessment has a standard 12-month wait between attempts. Employer-level overrides are possible but uncommon. PI treats the cognitive score as a stable trait measurement and is the least flexible of the major vendors on retake requests.
Because the waiting window is so long, PI is the test where preparation matters most. A failed first attempt often means you need to wait a year to reapply to any employer using PI.
SHL
SHL policies vary by specific test product. Verify G+ has a 12-month lock by default. Adaptive tests in the Verify Interactive family usually lock for 6 to 12 months. The static numerical and verbal reasoning tests sometimes have shorter windows of 30 to 90 days.
When you take an SHL test, the lock window is specific to that test code. A candidate who took Verify G+ in March can still take Verify Interactive Numerical in May, because they are treated as different products.
Watson-Glaser
The Watson-Glaser Critical Thinking Appraisal typically restricts retakes to once every 12 months for the same version. Pearson, the vendor, maintains multiple versions of the test, and candidates can sometimes sit a different version sooner.
Legal employers, who use Watson-Glaser most heavily, sometimes have internal retake policies stricter than Pearson default policies. Ask the specific firm if a retake is possible before assuming it is.
What employers actually do with retake scores
Practices vary widely. Some employers ignore retake scores entirely and use the first attempt. Some average the two scores. Some use the higher score. Some use the most recent score. A small number use the lower score on the theory that the first attempt was less influenced by practice effects.
If you get the option to ask HR about their retake practice, do. Most recruiters will disclose the policy if asked directly. The policy matters because it shapes whether retaking is worth the effort.
When retakes actually help
Retakes help when you diagnosed the first failure clearly and prepped the specific gap. A candidate who failed due to pacing issues, spent six weeks drilling pacing, and retakes is likely to gain significant ground. A candidate who retakes without specific prep will likely score within two points of the first attempt.
Retakes also help when the first attempt had genuine technical or environmental issues that compromised performance. In those cases, the vendor is usually amenable to authorizing a retake, and the second attempt tends to reflect your actual capability.