PwC Behaviour Assessments (formerly Pymetrics / Career Unlocked)

Go in with clarity, not guesswork. If you have been invited to take the Video Interview then please refer to PWC Video Interview guidance page here.

Some candidates may be invited to the online PWC Behavioural Assessment at an early stage of the application process. Sometimes along side few other cognitive assessments such as numerical reasoning, abstract, diagrammatic or inductive reasoning tests. Depending on your chosen service line and regional variation, you could be asked to sit this assessment online from home. In previous years this stage was branded as Pymetrics or Career Unlocked. PWC has since removed the interactive practice site, but you can still access an archived version here to familiarise yourself. PWC now refers to these as 'PWC Behaviour-based assessments'.

The Behavioural Assessment first appeared in the year 2021 and has evolved since then. Candidates continue to report its use in 2025–2026 intakes. We therefore provide up-to-date guidance. The assessment measures personality preferences, judgement and cognitive style to estimate your alignment with the PWC Professional behaviours. If you have been invited, do not worry, this page explains the background, what is measured, and how to prepare.

PWC receives thousands of applications every year and must reduce the pool fairly. Relying only on academic grades can miss potential. Behavioural Assessments help PWC identify top talent based on work style attributes such as judgement, focus, adaptability and social fairness, supporting a diverse and capable workforce. It is a scored benchmark assessment, while there are no “exam-style” right/wrong answers for each item, your overall profile is compared to preferred ranges for each service line.

Academic evidence shows varied teams outperform less diverse ones. PWC uses Behavioural Assessments to reduce bias, identify hidden strengths and avoid unfairly filtering out high-potential applicants.

PWC Behavioural Assessment Preparation:

After choosing a convenient date from the options offered to you by PWC, you will generally have one to two weeks to prepare. Job tests can feel daunting, but with the right approach you can demonstrate confidence and ambition. We provide the structured support you need to be ready for this Big Four stage.

PWC Behavioural Competency Criteria:

PWC designs these Behavioural Assessments to measure candidates against the PWC Professional framework including Whole Leadership, Business Acumen, Technical & Digital skills, Global & Inclusive mindset, and Relationships. While PWC does not publish detailed scoring rubrics, our experts (former Big Four assessors) understand how responses are evaluated and can give you a crucial advantage.

PWC Behavioural Assessment Details:

After your application submission, you may be invited to complete the PWC Behavioural Assessment. It combines situational strengths tests (also known as 'STQ' Student Talent questions), Occupational Personality questions, and sometimes short cognitive screens. In earlier years these were delivered through Pymetrics or Career Unlocked; today, PWC describes them simply as Behaviour-based Assessments.

The assessment builds a picture of your work style across attributes such as:

1. Attention to Detail
2. Focus & Concentration
3. Decision Making
4. Effort & Perseverance
5. Emotional Awareness
6. Generosity & Collaboration
7. Learning Agility
8. Risk Tolerance
9. Fairness & Integrity
10. Numerical & Analytical Ability
11. Inductive / Pattern Reasoning

Your responses are scored and benchmarked automatically against role-appropriate profiles. Many candidates hear back within few days. Strong alignment typically leads to interview; others may be asked to complete aptitude tests before proceeding.

PWC Behavioural Assessment Test Format:

PWC Behavioural Assessments vary by region and service line, but typically include the following current elements:

• Scenario Judgement (Situational Strengths): rank or choose the most/least effective responses to short work-based situations.
• Preference Statements (Occupational Personality): indicate which behavioural tendencies best describe you (untimed or lightly timed).
• Mini Cognitive Screens (selected pathways): light numerical, abstract or diagrammatic inductive tests to check baseline fluency.

Legacy Pymetrics Format (previous versions)

In older Pymetrics-style versions, tasks were delivered as quick “games”. These may still appear in some form. Examples:

Type 1: Read a work-related scenario then adjust a character’s facial expressions and rank responses from most likely to least likely.

Type 2: View a cartoon facial expression and identify or briefly describe the emotion/context.

Type 3: Pattern construction: move pieces to replicate a target pattern in the fewest moves.

Type 4: Stimulus filtering: tap/click when certain shapes/colours appear in a sequence.

Type 5: Odd-one-out: tap when an irregularity appears within a repeating pattern.

Type 6: Short-term memory: recall a sequence of numbers or shapes after sequential presentation.

While these “games” can still be used, the emphasis today is on consistency, judgement and alignment with PWC Professional criteria across whichever interface you receive.

PWC Behavioural Assessment Results:

Although the assessment can feel straightforward, it is a serious filtering tool. Our data suggests that around half of applicants do not progress from this stage. Your behavioural profile is benchmarked against role-specific bands; strong alignment advances you, weaker alignment may result in further testing or rejection.

PWC grades across dimensions (typically on a 1–5 scale). A profile demonstrating strong alignment with core capabilities signals high suitability for the firm.

This means you must approach each section carefully and consistently. Preparation with Green Turn helps you understand the behaviours PWC values and present them authentically.

The Green Turn Preparation Pack:

Many applicants fail this stage through avoidable mistakes and with only one PWC application allowed per year, that can be costly. Our preparation pack includes:

• 9 full mock exams with practice questions and answers for PWC Numerical, Verbal and Abstract / Inductive reasoning tests (bundled as PWC Aptitude Tests).
• 2 mock exams for PWC Situational Strengths-Based Assessments.
• 2 mock exams for PWC Occupational Personality Assessments.
• Full information and guidance on pass/fail criteria, with a detailed marking scheme.
• 24/7 online access to our personalised simulation programs, so you can practise at your convenience.
• Advanced performance reports to track your consistency and progress.

In Conclusion:

Green Turn is the market leader and the only specialist company worldwide that offers specific training on how to secure a Big Four job delivered by former employees of the firms in question. We have nineteen years’ experience fast-tracking people like you into top companies and consistently receive positive feedback on our methods. By purchasing our preparation packs, you gain access to an invaluable network of former Big Four employees with the knowledge and desire to advance you into a dream job. Our clients regularly achieve 90–100% pass rates at this stage.

Check out the list of preparation courses to prepare for the PWC Behavioural Assessment here!

Everyone wants a financially comfortable future without worrying about making ends meet, and a job with PWC is a strong route to do just that. Give yourself the advantage by preparing properly, register with us now, and let’s start work!

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Read on the remaining PWC recruitment process tests guidance:

Step 2: takes PWC Online Behavioural assessment (PWC OPQs, STQs, Numerical reasoning, Verbal reasoning, Abstract, Inductive reasoning tests)

Step 3: takes PWC Online Aptitude Tests (usually as a part of Step 2)

Step 4: attend a First PWC Video Interview

Step 5: attend PWC final Assessment Centre

Step 6: attend a Final PWC Interview with Partner

Step 7: the successful applicant will receive a job offer