Updated April 2026 · 14 min read · Big Four · 328,000+ employees worldwide
| Company | PricewaterhouseCoopers (PwC) |
|---|---|
| Employees | 328,000+ across 152 countries |
| Service lines | Audit & Assurance, Tax, Consulting, Deals, Strategy& |
| Assessment provider | SHL (cognitive + behavioural), Arctic Shores (Career Unlock — some roles) |
| Key change 2025 | PwC fully moved away from game-based assessments to SHL cognitive + behavioural format |
| Process | Application → Online assessment → Video interview → Assessment centre (Launchpad) |
PwC is one of the Big Four professional services firms and receives thousands of applications each year for graduate, intern, and experienced hire roles. As of 2025, PwC has fully transitioned from its older game-based assessment (Career Unlock / Arctic Shores) to SHL-administered cognitive and behavioural tests for most graduate positions.
Stage 1: Online application. Personal details, education, qualifications, and motivation questions about why PwC and why the specific role. Applications are screened — a weak motivational answer can lead to rejection before you even reach the tests.
Stage 2: SHL online assessment (~30 minutes). The core screening stage. Administered via SHL TalentCentral, the assessment includes numerical reasoning, verbal reasoning, inductive/logical reasoning, and a behavioural situational judgement test. PwC's tests are activity-based, meaning you interact with questions through drag-and-drop rather than simple multiple-choice. Research shows 60-80% of candidates are rejected at this stage.
Stage 3: Video interview (~5-15 minutes). A short recorded video interview to assess motivation and soft skills. You'll answer pre-determined questions about why PwC, why your chosen service line, and competency-based scenarios. Some roles use HireVue or a similar platform with AI scoring.
Stage 4: Assessment centre / Launchpad. A collaborative case study exercise assessing communication and teamwork, followed by an interview with the team you're applying for focusing on cultural fit. Some roles also include a presentation element.
12-18 questions in 17-25 minutes (depending on role). You'll interpret data from tables, bar charts, pie charts, and line graphs, then calculate answers involving percentages, ratios, and growth rates. A calculator is provided on-screen. The time pressure is significant — many candidates run out of time.
True/False/Cannot Say format based on short reading passages. Tests reading comprehension and the ability to distinguish between what the passage states, what it contradicts, and what it doesn't address. The most common mistake: answering based on general knowledge rather than strictly on the passage. See our verbal reasoning framework.
Visual pattern recognition. Sequences of shapes where you identify the underlying rule and select (or construct) the next element. In PwC's interactive format, you may drag and drop elements rather than selecting from multiple choice.
Workplace scenarios where you select the most and least effective responses. PwC evaluates alignment with their Professional Framework — five core behaviours: Whole Leadership, Business Acumen, Technical Capabilities, Relationships, and Global Acumen. Ethical decision-making and collaboration score higher than individual assertiveness.
Whole Leadership: Inspire others, demonstrate courage, develop yourself and others.
Business Acumen: Understand commercial context, think strategically, drive value.
Technical Capabilities: Build expertise, deliver quality, innovate.
Relationships: Collaborate, communicate, build trust with clients and teams.
Global Acumen: See the big picture, work across cultures, adapt to different contexts.
In the SJT component, always consider which of these behaviours each scenario is testing. Responses that demonstrate collaboration, integrity, and client focus consistently score highest.
While the core SHL format is the same across roles, expect scenario variations by service line:
Audit & Assurance: Attention to detail, financial reasoning, ethical decision-making scenarios. Expect data-heavy numerical questions.
Consulting: Client problem-solving, teamwork dynamics, structured communication. The assessment centre case study is particularly important.
Strategy&: Advanced logic, strategic thinking, complex multi-step scenarios. The most competitive service line with the highest assessment bar.
Tax: Technical precision, regulatory awareness, detail-oriented scenarios.
TestSolve handles PwC's SHL cognitive tests — numerical calculations, verbal True/False/Cannot Say, and inductive reasoning — delivering answers to your phone in a few seconds. The SJT engine analyses workplace scenarios and identifies which PwC behaviours are being tested to recommend optimal response rankings. Try a free solve.
As of 2026, PwC's online assessment process has been updated to include a combination of SHL cognitive tests and a behavioral assessment. The cognitive tests typically consist of numerical, verbal, and inductive reasoning sections, each with specific time limits and question counts. For instance, the numerical reasoning test often includes 20 questions to be completed in 20 minutes, while the verbal reasoning test comprises 12 questions with a 20-minute time limit. The inductive reasoning test also features 12 questions, allowing 20 minutes for completion. ([shlprep.com](https://www.shlprep.com/knowledge/process?utm_source=openai)) Additionally, the behavioral assessment is an untimed, forced-choice questionnaire designed to evaluate candidates' natural preferences and behaviors in a work setting. ([pwc.co.uk](https://www.pwc.co.uk/careers/early-careers/applying/assessment-selection-process.html?utm_source=openai))
Recent candidate experiences highlight the structure and content of PwC's video interview process. One candidate reported that the interview involved two interviewers who inquired about past experiences, relevant coursework, and projects. The interviewers were described as friendly, and the questions included both technical and behavioral aspects. ([glassdoor.com](https://www.glassdoor.com/Interview/PwC-Cybersecurity-and-Privacy-Interview-Questions-EI_IE8450.0%2C3_KO4%2C29.htm?utm_source=openai)) Another candidate mentioned that the video interview was pre-recorded, with questions appearing on the screen, focusing on motivational and scenario-based topics. ([glassdoor.com](https://www.glassdoor.com/Interview/PwC-Vacationer-Program-Interview-Questions-EI_IE8450.0%2C3_KO4%2C22.htm?utm_source=openai))
Candidates who have recently undergone PwC's assessment process recommend thorough preparation for the SHL tests, emphasizing the importance of practicing numerical, verbal, and inductive reasoning questions under timed conditions. Familiarizing oneself with the format and time constraints can significantly enhance performance. Additionally, for the video interview, candidates suggest preparing concise and structured responses to common behavioral and technical questions, as well as ensuring a quiet environment with a stable internet connection to avoid technical issues during the interview. ([pwc.co.uk](https://www.pwc.co.uk/careers/experienced-careers/apply/what-to-expect.html?utm_source=openai))
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