Revature's first test is proctored and technical. Here is how to cover the aptitude part

Revature says its online technical assessment gauges your current knowledge level and aptitude, and candidate reviews describe aptitude questions (math and reasoning) alongside programming. The CCAT practice test trains the speed-and-reasoning part of that.

Revature's assessment is technical and proctored, and reviewers describe coding, SQL and email-writing sections that no reasoning test covers. Revature does not publish the format, so what a CCAT-style test can do is limited to the aptitude slice.

Revature's hiring pages describe a short sequence. First, an online application, quick and with no prior tech skills required. Second, an online technical assessment to help the company understand your current knowledge and aptitude, with the results deciding which path fits you. Third, an interview with a technical recruiter by phone or video. After that comes paid training and then interviews with clients, who do the final selecting.

Revature also describes a remote proctoring tool, a Safe Assessment Browser, that blocks other software and shields the assessment screen. Test your camera, microphone and connection first, and close everything else.

Candidate reviews describe a mix: aptitude questions (math and reasoning), basic programming, one or two coding questions, an SQL question and an email-writing section. One reviewer also mentions psychometric questions. Others say the test leans on computer science fundamentals with some aptitude. These are anonymous accounts from different places and years, and Revature does not confirm them.

The consistent takeaway is that the test is not only code. Time spent on quantitative and logical reasoning is a reasonable part of the plan, alongside programming and SQL.

For the reported aptitude questions, the CCAT practice test is a free, fully timed rehearsal of verbal, math and logic questions. It will not show you Revature's format. It will show you whether quick arithmetic, series and deduction are strengths, which is what the aptitude slice leans on.

Split your preparation by what the invitation lists. If it names a coding test, spend most of your time there. If it mentions aptitude, give it two or three timed sessions and a formula refresh on percentages, ratios and averages.

Revature's model is hire, train, then place with clients. That can be a real route into a first tech job, and it comes with terms you should understand. Candidate reviews mention willingness to relocate and work different shifts, a service commitment sometimes called a bond, and uncertainty about placement after training. Revature itself describes paid training of one to twelve weeks and client interviews afterwards.

Reviews are anonymous, and terms differ by location and year, so do not take either side on trust. Before you accept, ask the recruiter in writing what the training pay is, how long any commitment lasts, what happens if you are not placed and what relocation you are expected to accept. A reputable employer will answer clearly.

Reports of the technical interview mention programming fundamentals such as loops and object-oriented ideas, SQL queries, and a discussion of your projects, with Java and SQL named. A single weekend of SQL joins and a handful of easy coding problems in your best language will serve better than reading about everything.

The page you are reading cannot tell you the technology stack or the questions. Use Revature's own materials and your recruiter for that.

These come from anonymous reviews, university careers pages and prep guides. They often disagree, and Revature has not confirmed them. Read them as leads, not rules.

• One review describes a test covering psychometric, aptitude, quantitative and email-writing sections plus a coding question and an SQL question.
• Another lists aptitude (math, reasoning), basic programming and one or two coding questions. Some reviewers describe the test as mostly computer science fundamentals with aptitude included.
• Reviews describe a technical interview on loops, object-oriented programming, SQL and projects, with Java and SQL mentioned, and an HR interview on strengths, goals, relocation and shifts.
• One review lays out the sequence as technical screening, client pre-selection, about two months of training, a client interview, background checks and an offer. Another mentions a two-year bond. Terms vary; ask in writing.