From our research
What this interview looks like
PwC's campus process typically starts with an online assessment that mixes aptitude, reasoning and English, and in several recent drives a game-based or situational assessment. Some drives add a group discussion or a short written or group case.
Shortlisted candidates for advisory and consulting typically face a case or guesstimate interview with a manager, followed by a partner or director conversation on motivation, business awareness and fit.
Acceleration Center technology drives typically run a technical interview on SQL, a programming language, ERP or cloud basics and the project, then a managerial round, with an HR conversation closing on location, overlap hours and the offer. Round counts, durations and the exact assessment mix vary by line of service, centre and drive, so verify them against the invitation.
ExamPilot compresses the loop into a 17-minute panel: HR screen, a hiring-manager round, a case or technical round in your chosen post, a short STAR behavioural round and a closing on expectations, scored on role knowledge, problem solving, communication and attitude.
How it is weighted
The assessment shortlists and the interviews decide. The case interviewer checks structure, assumptions and the one-line recommendation; the manager checks ownership in past work; the partner round tests motivation, business awareness and composure. Here each round is scored against the corporate rubric (role knowledge 30, problem solving 25, communication 25, attitude 20).
Who this is for
Candidates who have cleared PwC's online assessment for advisory and consulting associate roles and any group discussion or case exercise the drive used. The interviews typically include a case or guesstimate with a manager, a conversation about projects and internships, business awareness, and a partner or director round on motivation and fit with a client-facing firm.
Process pattern as of recent drives; check the invitation for the current cycle.
The panel focuses on
- Structuring a profitability, market-entry or cost case into drivers before answering
- Guesstimates with stated assumptions and a sanity check
- Reading a chart or table and stating the insight and the caveat
- Business fundamentals explained with an Indian company example
- Answer-first communication a partner could repeat to a CFO
- Why PwC and which line of service, with a realistic view of year one
Step 1
Pick your domain
The expert on the panel probes these areas at the level of this role. Optional here; you can choose during setup.
Step 2
Choose how you want to be interviewed
1:1 interview
One interviewer runs every round and adapts the focus as you go. Lower pressure; ideal for a first attempt.
Ms. Devika Nair
Hiring manager
Panel interview · 3 members
Most realisticEach member leads their own round and hands over to the next. They hear each other, so a weak answer will be revisited.
Mr. Rohit Deshmukh
HR member
Ms. Devika Nair
Hiring manager
Ms. Shalini Krishnan
Technical lead
What to expect
5 rounds · 17 minutes
A private-sector hiring loop compressed into one sitting, the way most Indian companies run it: HR screen → hiring-manager round on your actual work → role/technical round led by a lead → communication & behavioural (STAR) round → closing on expectations and your questions.
Works for software, product, sales, finance, HR, support and campus hiring by swapping the role bank.
- Round 1
HR screen
· 3:00Understand background, motivation for this role and company, and basic logistics; check that the resume story holds together.
Mr. Rohit Deshmukh2–3 questionsup to 1 follow-up each - Round 2
Hiring-manager round
· 4:00Assess ownership, judgement and how the candidate actually works: what they shipped, closed or ran, their specific part, and how they would approach this job.
Ms. Devika Nair2–3 questionsup to 2 follow-ups each - Round 3
Role / technical round
· 5:00Test role knowledge and problem-solving in the chosen specialisation: fundamentals, one scenario to think through aloud, and trade-offs.
Ms. Shalini Krishnan3–4 questionsup to 2 follow-ups each - Round 4
Communication & behavioural round
· 3:00Assess collaboration, conflict handling, resilience and clarity of expression through Situation–Task–Action–Result examples.
Ms. Devika Nair2–2 questionsup to 1 follow-up each - Round 5
Expectations & closing
· 2:00Cover practical expectations and let the candidate ask questions; close professionally.
Mr. Rohit Deshmukh1–2 questions
Meet the panel
Your AI interviewers
Distinct personas, voices and questioning styles, briefed on this role.
Mr. Rohit Deshmukh
ChairHR member
Campus talent-acquisition lead, IT services
Energetic, encouraging, checks fundamentals of attitude.
Male voice · 4 languages
Ms. Devika Nair
Hiring manager
Senior Manager, Consulting (Strategy and Analytics), Big 4 firm (Gurugram); leads campus case rounds for analyst and consultant hiring
Sharp, structured, encouraging when the candidate thinks aloud, impatient with memorised frameworks.
Female voice · 3 languages
Ms. Shalini Krishnan
Technical lead
Senior functional lead — business roles (finance, sales, marketing, HR, CX, product)
Practical, scenario-driven, warm but exact.
Female voice · 4 languages
Languages
Answer in the language you think in
The panel asks in your chosen language. Switch mid-answer if you like.
- English
- Hinglish (Hindi + English)Hinglish
How scoring works
A report you can act on
Every round is scored on the rubric
Each interviewer scores only the criteria their round covers. Weights add up to your overall score out of 100.
Only what you actually said counts
Feedback quotes your own answers. Rounds you skip show as “Not assessed” rather than a zero.
Communication is always measured
Fluency, clarity, confidence and structure are tracked across the whole interview, in any language.
Pass mark, then a plan
You see the pass mark for this interview, your gaps, and the courses that close them fastest.
Scored on
- Role knowledge30%
Depth and accuracy of role/domain knowledge; understands the tools, concepts and trade-offs of the job; grounds claims in real work.
- Problem solving & structure25%
Breaks problems down, asks clarifying questions, reasons about trade-offs and edge cases, structures answers (context, action, result).
- Communication25%
Clear, concise, confident; listens and answers the question asked; adapts the explanation to the listener; professional register.
- Culture & attitude20%
Ownership, honesty about limits, coachability, collaboration, motivation for this role and realistic expectations.
Pass mark 65 / 100 · Corporate interview — HR, hiring manager & role round (panel)
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