Big 4 Video Interviews: Deloitte, PwC, EY, KPMG Compared (2026)

The Big 4 do not run the same video interview. EY interviews on HireVue directly. Deloitte wraps video inside a gamified immersive funnel. PwC weights values alignment through situational judgment. KPMG runs on-demand video toward Launch Pad days. Candidates who prep one generic screen fail the firm-specific layer. This guide compares all four, then routes you to the firm page that matches your invite.

For the rep method behind every prompt here, use how to practice HireVue.

The four setups at a glance

Sources: EY privacy notices, JobTestPrep Deloitte guide, AptitudePrep Big 4 mapping, candidate-reported guides. Your invite overrides the table in every row.

PwC and KPMG in more depth

The two firms with thinner public reporting deserve specifics. PwC screens values alignment through SHL situational judgment before video: practice values-weighted scenarios (client escalation, ethical dilemmas, deadline conflicts) and decide every item from the value, not from boldness. Its video interviews vary by programme, so read the invite for whether your round is motivational, competency, or both, and weight prep accordingly. Motivation answers should name PwC's actual business lines and connect one concrete proof, because prestige answers fail values screens fastest.

KPMG runs an on-demand video interview inside its assessment-test funnel toward Launch Pad assessment days. Candidate guides describe short competency videos plus a walkthrough of where each assessment stage sits. For the full KPMG funnel including Launch Pad days, see the KPMG assessment guide. The winning shape is the 90-second STAR landing: situation in one sentence, three action moves, quantified result, no preamble. KPMG also publishes stage walkthroughs, so study the funnel order for your programme and prep the stage before video (reasoning and situational sets) with the same seriousness as the camera work. Across all four firms, one shared discipline decides outcomes: record every rehearsal, review each take once against the timer, and rerun only the failed prompts. Candidates who review without recording rehearse feelings instead of answers. Start two weeks out: shared bank in week one, firm layer plus assessments in week two, full mocks in the final three days. Candidates who compress this plan into one weekend arrive fluent in stories and shaky on everything the video does not cover. Two focused weeks beat one frantic weekend every cycle.

The shared core: build once

Every Big 4 screen draws from one story bank. Build these five skeletons first, then add firm layers:

• Motivation for professional services, aimed at real work rather than prestige.
• Teamwork with a quantified result and your personal moves named.
• Leadership or delivery through others.
• A failure with the system built afterward.
• A commercial moment: one client trend with a view, which doubles as Deloitte prep.

Say each answer out loud against a timer on HireVue Practice before you record.

The firm layers: add one

• EY. Reframe every story as strengths evidence: name the strength, prove it once, show energy. Full detail on the EY page.
• Deloitte. Add the commercial layer: one client trend with a 60-second view. Full detail on the Deloitte questions page.
• PwC. Map every story to a PwC value before rehearsing it aloud. Close answers with the value named.
• KPMG. Compress every arc to a 90-second landing. KPMG's on-demand format punishes rambling first.

For the consulting-firm contrast outside the Big 4, see Accenture.

A prep plan that respects the order

1. Shared bank first. Five skeletons from the common questions bank, rehearsed to 2-minute landings.
2. Firm layer second. Strengths framing, commercial trend, values mapping, or compression, depending on your invite.
3. Assessments third. Reasoning and situational sets for the funnel your firm runs (Cappfinity scenarios for Deloitte, SHL values items for PwC, cognitive tests for EY).
4. Full mock last. A full question set in one sitting at your firm's timing, single takes.

What gets Big 4 candidates cut

• One generic screen for four different funnels. The firm layer is the test.
• Prestige motivation. Fits every firm and therefore none.
• Skipping the assessment block. Video is never the first gate.
• Inconsistent live rounds. Video claims probed deeper at assessment centres.

Reported Big 4 questions to rehearse

These prompts recur across candidate reports. Rehearse each from a skeleton, never a script:

• Why this firm, and why this service line specifically.
• A strength you rely on, with one proof moment (EY layer).
• A client trend with your view (Deloitte layer).
• A value you demonstrated, named explicitly (PwC layer).
• A concise competency arc landing in 90 seconds (KPMG layer).
• A failure and the system built afterward (shared core).

Sources (checked September 11, 2026)

• EY privacy notices (digital interview plus HireVue cognitive assessments)
• JobTestPrep, Deloitte immersive assessment guide (five-step funnel structure)
• AptitudePrep Big 4 assessment mapping (platform placement per firm)
• Candidate-reported guides (video formats and assessment sequencing)