How to Get a Job at Deloitte, KPMG, EY, and PwC

How Deloitte, KPMG, EY, and PwC Actually Hire — And What You Need to Do

Acceptance rates at the Big 4 hover between 1% and 4% — which means for every hundred people who apply to Deloitte, KPMG, EY, and PwC, fewer than five get an offer. That's not to scare you off — it's to make sure you go in with a plan, not just a CV.

⚙️ The Big 4 hire on a rolling basis, meaning the earlier you apply, the better your odds — spots fill well before deadlines close.

Here's a breakdown of exactly how each firm recruits, what the process looks like end to end, and how to give yourself the best possible shot.

What the Recruitment Process Looks Like at Each Firm

The good news: all four firms follow a broadly similar process. The differences are in the details — and the details matter.

1. Deloitte — Applications open twice a year, in February/March and again in July. The process runs through online aptitude tests, a video interview, and an assessment centre day. Deloitte has moved away from rigid academic cutoffs, so strong skills and relevant experience can compensate for a lower grade.
2. KPMG — Asks for a minimum of 120 UCAS points and a predicted 2:1, but won't automatically reject candidates who fall short — global behavioural capabilities are assessed too. Expect numerical and verbal reasoning tests, a situational judgement assessment, and an assessment centre with group exercises.
3. EY — One of the most candidate-friendly setups going: EY removed UCAS points and degree classification from its entry criteria entirely. You'll need at least a grade 4/C in GCSE English and Maths, but a 2:2 won't auto-reject you. The process includes online assessments, a video interview, and an assessment day.
4. PwC — Has dropped the 2:1 requirement across all roles, internships, and placements. Uses 10 gamified assessments via Arctic Shores, followed by a virtual interview and then an assessment centre.

Who Gets In — And Why

The Big 4 are recruiting across a far wider range of disciplines than most candidates realise — this isn't just accounting anymore.

• For students and recent graduates: All four firms run graduate schemes and internship programmes that open annually, typically between August and December for the main cycle. Applications are reviewed on a rolling basis, so applying in week one beats applying in week six — consistently.
• For career changers and lateral hires: Consulting, technology, data analytics, cybersecurity, and ESG advisory are in high demand across all four firms. Prior Big 4 experience isn't always required — relevant sector expertise often counts for more.
• For current professionals: Experienced hire roles are posted year-round. Set up alerts directly on each firm's careers site — roles fill fast, often before they're widely publicised anywhere else.

Big 4 recruiting events are one of the fastest ways to get on a recruiter's radar before submitting a single application. Browse upcoming events at big4events.com/events.

What the Assessments Actually Test

This is where most candidates stumble. Knowing what's coming — and practising for it specifically — changes everything.

• Numerical reasoning: Data interpretation under time pressure — tables, charts, percentages. All four firms test this in some form.
• Verbal reasoning: Reading comprehension and logical inference from text passages. Present across all four firms.
• Situational judgement tests (SJTs): Scenario-based questions testing your judgment and cultural alignment. There are no universally "right" answers — they're measuring fit with firm values, not factual knowledge.
• Video interviews: Pre-recorded, time-limited answers reviewed internally. EY, Deloitte, and KPMG all use these. Practise recording yourself — most people are significantly worse at it than they expect.
• Assessment centres: Group exercises, case presentations, and interviews with partners or managers. Communication, problem-solving, and personality are assessed as much as technical skill at this stage.

How to Prepare (Without Spending Six Months on It)

1. Practice your online tests before the real thing: Free resources are available on each firm's careers site and on dedicated prep platforms. Even a single timed practice session changes how you perform under pressure — go in cold and you're giving up easy marks.
2. Master the STAR technique for competency questions: Every behavioural interview question at the Big 4 expects a structured answer — Situation, Task, Action, Result. Prepare five or six strong examples from your experience that can flex across different questions.
3. Research your specific firm and service line: "I want to work in consulting" won't cut it. Know the firm's recent news, its key practice areas, and why you're targeting that specific division. Partners can tell within two minutes who has done the homework and who hasn't.
4. Attend recruiting events before you apply: Referrals are 10x more likely to lead to an interview than a cold application. Having even a brief, genuine exchange with a recruiter or current employee before submitting your application makes a measurable difference. Firms track these interactions.
5. Apply as early as possible: The Big 4 fill spots on a rolling basis. Week one of applications is not the same as week six. This is the single most underrated piece of advice — treat application deadlines as the last resort date, not the target.

Find Big 4 Events Before You Apply

The best way to build a real connection with a Big 4 firm before you apply? Show up. All four firms run career events, insight days, networking sessions, and virtual open evenings specifically for candidates who are exploring their options.

Events to look out for across Deloitte, KPMG, EY, and PwC:

• Insight days — Structured visits for students still deciding which firm to target, giving a genuine look inside the culture
• Virtual Q&As — Live sessions with recruiters and current employees, often focused on a specific service line or programme
• Campus events and career fairs — High-traffic, but standing out is absolutely possible with the right preparation and questions
• Networking evenings — Smaller, more personal — and far more effective for building the kind of connection that leads to a referral
• Diversity and inclusion programmes — Many firms run dedicated events for underrepresented groups, sometimes with accelerated application routes attached

Your Move

Getting hired at the Big 4 isn't about being the smartest person in the room. It's about being prepared, strategic, and visible — ideally before the application portal even opens.

The firms are actively evolving their recruitment: dropping rigid grade requirements, expanding into tech, data, and ESG, and hiring across more disciplines than ever before. The door is open wider than it's been in years — but competition hasn't got any lighter.

The candidates who land offers tend to have done three things right: they applied early, they practised their assessments, and they showed up at events before submitting anything.

📈 The candidates who land Big 4 offers aren't always the most qualified on paper — they're the most prepared and the best-connected going in.

Start by getting in the room. Browse upcoming Big 4 events and get in front of recruiters before the competition does.