KPMG.

KPMG's situational judgment test presents work scenarios and asks you to rank response options from most to least effective. It evaluates how well your instincts align with KPMG's values and expected professional behaviors. There are no trick questions, but understanding what KPMG considers best practice helps. Study their values: integrity, excellence, courage, together, and for better. Practice with similar tests from other professional services firms to get comfortable with the format.

KPMG's advisory practice is known for strength in financial services, healthcare, and government consulting. Their risk consulting and regulatory advisory capabilities are particularly strong. KPMG also has a growing technology consulting practice focused on cloud, data, and digital transformation. The advisory practice tends to be more specialized than generalist strategy firms, which means you can develop deep industry expertise earlier in your career.

KPMG receives a high volume of applications for most openings, making the selection process competitive. Standing out requires a tailored resume, strong interview preparation, and clear articulation of how your skills match the specific role and team needs.

KPMG typically provides feedback within 1 to 2 weeks after final interviews, though timelines can vary. If you have not heard back, it is appropriate to follow up with your recruiter after 5 business days. Orbyt can help you track follow up timing automatically.

The KPMG interview process typically includes an initial recruiter screen, followed by one or more technical or behavioral rounds, and a final on site or virtual loop. Each stage evaluates different skills depending on the role you applied for.

Research KPMG thoroughly, practice common interview questions for your role, prepare 3 to 5 stories using the STAR method, and prepare thoughtful questions to ask the interviewer. Using a tool like Orbyt can generate tailored questions specific to KPMG and your role.

KPMG interviews include a mix of behavioral questions (using the STAR method), technical or domain specific questions, and situational problem solving. The exact mix depends on the department and seniority level of the role.