How Deloitte, KPMG, EY, and PwC Assess Candidates — Stage by Stage
Deloitte, KPMG, EY, and PwC all want the same thing: candidates who are sharp, professional, and ready to represent the firm from day one. But their interview processes aren't identical — and knowing what each firm actually puts you through is the difference between walking in prepared and getting caught off guard.
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Most processes run four to six weeks from application to offer. Here's exactly what to expect at each firm — and how to come out the other side with an offer letter.
What Each Firm Puts You Through
The structure varies, but every Big 4 process tests you on the same core things: aptitude, judgment, communication, and cultural fit.
Here's the firm-by-firm breakdown.
- Deloitte — Four stages: online application, a situational judgement test (SJT) and numerical reasoning assessment, a 15–20 minute phone screen, and an assessment day with case and competency interviews. Senior roles add a partner-level final round. The full process typically runs 3–6 weeks.
- KPMG — Starts with a timed online cognitive assessment (36 minutes, covering numerical and logical reasoning), followed by a pre-recorded AI video interview with their avatar "Leah" (6 questions), and culminates in a "Launch Pad" — a full-day assessment event with a group exercise, analysis task, and partner interview. Expect to be there from 8:30am to 5pm.
- EY — Begins with Pymetrics-style game-based assessments measuring traits like risk tolerance and attention, then a HireVue pre-recorded video interview (30 seconds to prepare, 2 minutes per answer, no retakes). Final rounds include a panel interview and, for some roles, an Experience Day. Average time from application to offer: 41 days.
- PwC — Uses a behaviour-based screening form followed by SHL online aptitude tests, then a recorded digital interview assessed against their "PwC Professional" framework, then an Assessment Centre called "Career Focus" (designed as a day-in-the-life simulation), and a final 30-minute partner or director interview. PwC aims to wrap the entire process within six weeks.
Why the Process Matters for Your Job Hunt
Understanding the format isn't just useful for prep — it shapes which firm you target first and where you spend your energy.
- For Students and Entry-Level Candidates: Apply early. PwC, Deloitte, and KPMG all run rolling recruitment — roles fill before official deadlines close. Track open recruiting events at big4events.com/events to get in front of recruiters before portals even open.
- For Career Changers: Each firm's assessment day tests how you handle ambiguity and group dynamics — not just technical knowledge. If you're switching from a non-accounting background, prioritise firms that actively recruit in your target service line (advisory and consulting tend to be more open to diverse backgrounds).
- For Experienced Hires: Lateral hire tracks at all four firms compress the automated assessment stages, but add more partner-level conversations. Expect a case study or take-home exercise plus two rounds of senior interviews.
The Stages That Actually Trip People Up
It's rarely the final interview that cuts candidates — it's the earlier, automated stages. Here's what to watch closely at each firm.
- KPMG's Cognitive Assessment: Timed at 36 minutes, this test is harder than it looks. Practice timed numerical and logical reasoning under pressure before sitting it — most candidates underestimate the pace.
- EY's HireVue Video Interview: No retakes. Once you record, that's the answer they score. Prep your STAR stories in advance and run through them out loud — don't improvise on this one.
- Deloitte's Situational Judgement Test: This doesn't test technical knowledge — it tests values. Read Deloitte's shared values before the assessment. The scenarios reward collaboration, inclusive thinking, and ethical judgment.
- PwC's SHL Digital Interview: Competency-based and recorded. Know PwC's five-pillar "PwC Professional" framework: whole leadership, business acumen, technical capabilities, global acumen, and relationships.
- Group Exercises (KPMG Launch Pad / Deloitte Assessment Day): Assessors are watching how you contribute, not whether you dominate. Listen as much as you speak — it's a major differentiator.
- Partner Interviews (All Firms): The final round is less about technical knowledge and more about fit. Have a genuine, specific answer to "Why this firm?" — vague enthusiasm won't cut it at this stage.
How to Prepare — Before the First Click
- Practice aptitude tests under timed conditions: KPMG's cognitive test, Deloitte's numerical reasoning, PwC's SHL assessments — they all reward practice more than raw ability. Use platforms like JobTestPrep or GraduatesFirst to simulate the exact format. Time pressure is the real challenge, not the content itself.
- Build an evidence bank of 8–10 STAR stories: Don't memorise answers — prepare flexible stories. A conflict resolution example can also demonstrate leadership, communication, and resilience depending on how you frame the Action component. Keep answers to 90 seconds to 3 minutes: shorter lacks detail, longer loses the interviewer.
- Map your stories to each firm's competency framework: EY tests across four pillars (Teaming, Communication, Analytical Thinking, Leadership). PwC uses their "PwC Professional" model. Deloitte's SJT maps directly to their shared values. Pull up the careers page of each firm you're targeting and reverse-engineer what they're looking for.
- Attend firm events before you apply: Big 4 firms run virtual info sessions, insight days, and early careers events months before applications open. Attending one — and mentioning it in your application — signals genuine interest. Recruiters notice, and the conversations you have there sharpen your firm-specific answers significantly.
Finding Interview Prep Events at the Big 4
Recruiting-season events are available across all four firms — from virtual open days to in-person assessment centre workshops:
- Virtual Open Days — Q&A sessions with recruiters and recent hires covering what each stage actually assesses
- Early Careers Information Evenings — Service-line focused (audit, advisory, tax, consulting) to help you pick where to apply before committing
- Case Study Workshops — Particularly common at Deloitte and KPMG, helping candidates practice group and individual case formats
- Assessment Centre Prep Events — Offered by EY and PwC ahead of peak recruitment season (September–November)
- Networking Evenings — Casual events that double as informal screening — professionals there often pass feedback to the recruitment team
Track the latest events from all four firms in one place at big4events.com/events.
Walk In Knowing the Game
The Big 4 interview process is rigorous by design — these firms ask a lot of their people, so they screen carefully. But it's not unpredictable.
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Every stage has a format, every format has a framework, and every framework can be prepared for.
The candidates who get offers aren't always the most polished — they're the ones who understood what was being tested before they walked in. That's the edge you have now.
Find your next Big 4 recruiting event at big4events.com/events — and get in front of the firms before the application portals open.
