Updated April 2026 · 15 min read · Big Four · 265,000+ employees worldwide
| Company | KPMG International |
|---|---|
| Employees | 265,000+ across 143 countries |
| Service lines | Audit, Tax, Advisory, Technology |
| Assessment provider | SHL (cognitive), proprietary (KPMG Job Simulation) |
| Estimated cutoff | ~70th percentile (SHL battery, consistent with other Big Four) |
| Process | Application → Online assessment (Cognitive + Skills) → Video interview → Virtual Launch Pad |
KPMG's graduate recruitment combines SHL aptitude testing with a proprietary online simulation — the KPMG Job Simulation — that assesses professional judgement and values alignment. KPMG stands out among the Big Four for its strong emphasis on ethics throughout the process.
Stage 1: Online application. Standard personal and educational details plus motivation questions. KPMG explicitly lists 11 Key Behavioural Qualities it looks for — reviewing these before you start is essential.
Stage 2: Online assessments. Two distinct parts:
Part A — KPMG Cognitive Assessment (36 minutes, timed). Delivered via SHL, this combines numerical reasoning, verbal reasoning, and inductive/deductive reasoning in a single blended test. The cognitive assessment uses the SHL Verify Interactive format — drag-and-drop tasks, calendar scheduling, chart manipulation, workspace allocation puzzles, and data interpretation. You'll encounter questions like: "Only two people work on a specific task on a given day. Place each person in the room that best meets work demands." This tests your ability to process multiple constraints simultaneously. You must complete it within a 48-hour window of receiving the invitation.
Part B — KPMG Skills Assessment (untimed, ~90 minutes). A behavioural and personality-based assessment using forced-choice format. You'll face situational judgement questions, strengths-based items, and critical thinking scenarios. Although untimed, KPMG recommends completing it in one sitting. The scenarios are specific to KPMG — client emails, competing priorities, ethical dilemmas, professional standards questions. After completion, you receive a personalised Strength Report showing your top two strengths and two development areas.
Stage 3: Video interview. Pre-recorded or live via Microsoft Teams. 4-6 competency and motivation questions. Focus areas: teamwork, leadership, managing under pressure, dealing with ambiguity. Values focus: integrity, client service, professional standards. Have specific STAR examples ready.
Stage 4: Virtual Launch Pad (assessment centre). Historically an all-day in-person event, now largely virtual. Includes a group exercise, analysis project, one-on-one interviews, and networking. One component involves 10 numerical reasoning questions across two sections in 30 minutes, taken on Microsoft Teams with your video on. The Launch Pad is both a final assessment and a chance to learn about KPMG from current employees.
KPMG places unusually strong emphasis on ethics and integrity compared to other Big Four firms. The Job Simulation specifically tests how you respond to ethically ambiguous workplace scenarios — conflicts of interest, professional standards breaches, and client pressure. The expected response is proportionate action: acknowledge the issue, consult relevant guidelines, escalate appropriately, and act with integrity even when it's uncomfortable. Read KPMG's published Code of Conduct before sitting this assessment.
Achieving, Analytical, Courageous, Curious, Inclusive, Leading, Motivational, Rigorous, Resilient, Collaborative, Communicative. These map to every assessment stage — the SJT questions, video interview, and Launch Pad exercises all evaluate these qualities.
TestSolve handles the cognitive assessment — the timed 36-minute SHL component with numerical, verbal, and inductive questions. Press F8 during data interpretation questions, workspace allocation puzzles, or verbal reasoning passages, and the AI delivers the answer to your phone instantly. The SJT engine also helps with the ethical scenario questions in the Skills Assessment. Try a free solve.
As of February 2026, KPMG has transitioned its online assessment provider from Cappfinity to SHL. The updated assessment comprises two main components: a Skills Assessment and a Cognitive Ability Assessment. The Skills Assessment is an untimed evaluation focusing on behavioral and personality traits, emphasizing how candidates approach work and decision-making processes. The Cognitive Ability Assessment, on the other hand, is a timed test lasting 36 minutes, assessing numerical, verbal, and inductive reasoning skills. Candidates are required to analyze scenarios, interpret information, and perform numerical calculations within this timeframe. ([aptitudeprep.com](https://www.aptitudeprep.com/kpmg-skills-and-cognitive-assessment/?utm_source=openai))
Recent candidate experiences highlight the structure and content of KPMG's assessment process. For instance, a candidate who applied for a Summer Internship in Hong Kong in March 2026 reported that the online assessment included cognitive testing and English proficiency evaluations. The test featured basic math problems involving statistics and graphs, as well as open-ended questions that required straightforward responses. Additionally, the assessment mandated the use of a webcam for video responses. ([glassdoor.com](https://www.glassdoor.com/Interview/KPMG-Advisory-Aces-Interview-Questions-EI_IE2867.0%2C4_KO5%2C18.htm?utm_source=openai))
Another candidate who interviewed for a Commercial Audit Intern position in March 2026 noted that the technical interview focused on core accounting knowledge, audit fundamentals, and logical reasoning. Topics covered included financial statements, materiality, risks, and basic audit procedures. Interviewers assessed structured thinking, commercial awareness, and the ability to explain concepts clearly and professionally. ([glassdoor.com](https://www.glassdoor.com/Interview/KPMG-Auditing-and-Assurance-Interview-Questions-EI_IE2867.0%2C4_KO5%2C27.htm?utm_source=openai))
Based on recent candidate feedback, several strategies have proven helpful in navigating KPMG's assessment process. One candidate emphasized the importance of slowing down and focusing on understanding the core of each question, especially under time pressure. This approach was particularly beneficial for situational judgment questions, where identifying key information amidst distracting details is crucial. Additionally, maintaining a structured thought process and organizing responses effectively can enhance clarity and performance during the assessment. ([linkjob.ai](https://www.linkjob.ai/interview-questions/kpmg-interview-process-steps-timeline-tips-guide/?utm_source=openai))
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