PwC Video Interview & Launchpad: Full Walkthrough

What Is the PwC Launchpad Assessment?

After submitting your application, PwC typically invites candidates to complete its online assessment suite, widely referred to as Launchpad. This stage is designed to evaluate cognitive ability, personality fit, and situational judgement before any human interviewer is involved. It is used across many of PwC's graduate, school leaver, and experienced hire programmes.

Launchpad is delivered through a third-party platform and generally combines several distinct modules in a single sitting. Expect the session to take between 60 and 90 minutes in total, though timing varies by role and region. Completing it in one go is strongly advisable — starting and stopping mid-way can affect your performance and, on some versions, is not permitted.

• Numerical reasoning: interpreting charts, tables, and financial data under time pressure
• Logical/abstract reasoning: identifying patterns in sequences of shapes
• Situational judgement test (SJT): choosing the most and least effective response to workplace scenarios
• Personality/motivation questionnaire: no right or wrong answers, but consistency matters
• A one-way video interview: recorded responses to competency and motivational questions

How the One-Way Video Interview Works

The video interview component sits within or immediately after the Launchpad suite. It is a HireVue-style, asynchronous format: you are shown a question on screen, given a short preparation window (typically 30–60 seconds), and then record your answer within a set time limit — usually one to three minutes per question. There is no live interviewer watching you in real time.

Most candidates face between three and six questions covering competencies such as teamwork, commercial awareness, problem-solving, and motivation for joining PwC specifically. Your recordings are reviewed by PwC recruiters, and in some cycles AI-assisted tools may flag elements such as structure and relevance before human review.

You generally get one attempt per question, so preparation is essential. Test your camera, microphone, and browser compatibility well before you start — PwC's platform guidance will specify supported browsers, so follow it precisely.

Competencies PwC Typically Assesses

PwC publicly describes its culture around values including excellence, collaboration, care, and working together. Its assessment process is built to surface behaviours that map to these values. Across consulting and advisory roles, recruiters commonly look for evidence of the following competencies.

Understanding which competency a question is probing lets you select the right example and frame it correctly. A question beginning 'Tell me about a time you had to influence someone without authority' is clearly targeting stakeholder management and communication — not just generic teamwork.

• Commercial and business awareness: understanding how organisations create value
• Problem-solving and analytical thinking: structuring ambiguous challenges
• Communication and influencing: adapting your style for different audiences
• Teamwork and collaboration: contributing to shared goals, managing conflict
• Leadership and initiative: driving outcomes, not just following instructions
• Resilience and adaptability: performing under pressure or through change
• Motivation for PwC and the specific service line: why this firm, why now

How to Use STAR Effectively in Your Answers

The STAR method — Situation, Task, Action, Result — is the most reliable framework for structuring competency answers in a timed video format. Recruiters scan for it instinctively, and a well-executed STAR answer feels complete rather than rambling.

The most common mistake candidates make is spending too long on Situation and Task, leaving barely any time for Action and Result — the parts that actually demonstrate your capability. Aim for roughly 10% on Situation, 10% on Task, 60% on Action, and 20% on Result.

Here is a worked example for a teamwork question such as: 'Describe a time you worked effectively as part of a team to deliver a result.'

• Situation: 'During my second year at university, our four-person project group had two members who disagreed sharply on the analytical approach to use for our final report, which was worth 40% of the module grade.'
• Task: 'As the informal coordinator, I recognised we needed to resolve the impasse quickly — we had three weeks left and no agreed methodology.'
• Action: 'I arranged a focused 45-minute session where each person presented their preferred approach with one slide of evidence. I then proposed a hybrid method that incorporated the strongest elements of both, and assigned each member a section they felt ownership of. I set up a shared document so progress was visible and kept a brief weekly check-in to catch issues early.'
• Result: 'We submitted on time, the conflict did not resurface, and the group received a distinction. More importantly, both colleagues told me afterwards they felt heard — something I now deliberately replicate when managing competing viewpoints in any team setting.'

Preparing for the Situational Judgement and Reasoning Tests

Many candidates underestimate the cognitive tests and focus only on interview questions. In practice, a weak score on the numerical or logical reasoning sections can end your application before the video interview is even reviewed.

For numerical reasoning, practise interpreting graphs and tables under timed conditions — free resources from test publishers such as SHL and Korn Ferry are widely available online. For abstract reasoning, the key skill is identifying the rule governing a pattern (rotation, reflection, number of elements) rather than going on instinct.

For the SJT, the scenarios typically place you in a professional services environment — a team deadline at risk, an ethical grey area, a client complaint. PwC values responses that are proactive, collaborative, and considerate of both the client and the firm's reputation. Responses that are purely self-serving or that ignore colleagues tend to score poorly.

Practical Tips for the Video Interview Itself

Recording yourself answering questions on camera under a countdown timer feels very different from rehearsing in your head. Candidates who practise this format in advance consistently report feeling more composed and structured during the real thing. ScreenReady lets you simulate timed, one-way video interviews and receive AI feedback on your structure and delivery — a direct analogue to the PwC format — so consider using it during your preparation.

Beyond rehearsal, the following practical steps make a measurable difference on the day.

• Choose a plain, tidy background and ensure your face is well lit from the front — a window or desk lamp works well
• Look into the camera lens, not at your own image on screen, to create the impression of eye contact
• Speak at a deliberate pace — nerves cause most people to rush, which undermines perceived confidence
• Keep answers within the time limit; being cut off mid-sentence leaves a weaker impression than a concise answer
• Prepare three to five strong STAR examples in advance and adapt them to different questions rather than memorising one answer per competency
• Research PwC's current strategic priorities (sustainability, digital transformation, deals activity) so your commercial awareness answer feels current
• Do a full technical test — camera, microphone, internet speed — the day before, not five minutes before you begin

Common Mistakes to Avoid

Even well-prepared candidates fall into predictable traps. Being aware of them in advance lets you sidestep them deliberately.

The most damaging mistake in a motivational question is giving a generic answer about PwC's size or reputation. Recruiters hear this constantly. Instead, reference a specific service line, a PwC publication or report you have read, a deal or project the firm has been involved in, or a conversation with a PwC employee at an event — anything that signals genuine research.

Equally, avoid narrating what a team did rather than what you personally did. In competency interviews, the assessor is scoring you, not your group. Use 'I' deliberately and explain your specific contribution, even when the outcome was collaborative. ScreenReady's AI feedback will flag vague or passive phrasing, which helps you correct this before it matters.

• Do NOT: 'We decided to…' / DO: 'I proposed that we… and the team agreed'
• Do NOT: Generic praise of PwC ('it's a Big Four firm with global reach') / DO: Specific, researched reasons tied to your career goals
• Do NOT: Exceed the time limit by rushing to cram more in / DO: Practise to a slightly shorter limit so you finish cleanly
• Do NOT: Read from notes off-camera — it looks disengaged / DO: Use a brief bullet-point cue card placed directly below your camera