P&G's global hiring loop starts with a Workday application and the PEAK Performance Assessment, followed for many candidates by role-dependent Interactive Assessments (Grid, Digit, and Switch challenges) that gate resume review. Candidates who pass are put through multiple behavioral video interviews (three separate ones for engineering internships in EMEA is common), scored using P&G's success drivers and expected to answer using the CAR (Context, Action, Result) method. Graduate schemes in the UK finish at an Assessment Centre (Brand Academy for Marketing, or a supply-chain / engineering equivalent). Commercial roles often add a final interview with a Director or brand manager, and even a successful loop can end in a 'silver-medal' talent-pool hold if no headcount is available.
These 5 writeups cover brand management, marketing, supply chain and other roles, UK grad scheme + EMEA/PH heavy. All of them were posted under a forum handle, so we could not verify the authors’ identities.
Process Engineering Internship (Kronberg, Germany)
Not selected
Internship. 5 rounds. Shared by cYcl0tr0n2102 on reddit, 2026-05-02
1Workday application + online assessmentOnline assessmentApplied via Workday and completed the online assessment in a single sitting in early January.Covered: PEAK Performance Assessment
2Behavioral interview 1BehavioralFirst of three separate behavioral video interviews spaced across February. Each one required significant preparation of CAR-format stories.Covered: CAR stories, Behavioral
3Behavioral interview 2BehavioralSecond behavioral video interview, again focused on structured CAR answers about past experiences.Covered: CAR stories, Behavioral
4Behavioral interview 3BehavioralThird behavioral interview closed out the interview stage before radio silence for the month of March.Covered: CAR stories, Behavioral
5Fit-to-Job discussion with hiring managerHiring managerA 'Fit to Job' conversation with the manager, framed as the final step. The manager expressed enthusiasm and promised a decision by end of week.Covered: Behavioral, Past projects
New Graduate: Supply Chain Manager
Outcome not shared
New grad. 3 rounds. Shared by ecoshhy on reddit, 2025-10-01
1Online assessmentsOnline assessmentPassed P&G's online tests before being invited to interview.Covered: PEAK Performance Assessment
2Manager interview 1Hiring managerA behavioral interview with a P&G manager.Covered: Behavioral, Past projects
3Manager interview 2Hiring managerA second interview with a different manager, roughly one week after the first.Covered: Behavioral
1PEAK online assessmentOnline assessmentApplied on 19 October, completed the online assessment the following day. The battery included a digit challenge, a switch challenge and a grid (memory) challenge. The memory game is widely reported as the hardest.Covered: PEAK Performance Assessment, Aptitude
2Live video interview 1BehavioralInvited about a week after the assessment to a live video interview with a real person from Supply Chain (not a pre-recorded video interview).Covered: Behavioral, Past projects
3Live video interview 2BehavioralA second one-hour live video interview with someone else from Supply Chain, ~10 days after passing the first.Covered: Behavioral
4Assessment CentreAssessment centreFinal stage. The scheme's AC ran on 5-6 December. Candidates who progress get about a week's notice.Covered: Assessment Centre, Case study
P&G Graduate Scheme (UK) - end-to-end (assessment to interview to Career Academy)
1PEAK assessment + reasoning gamesOnline assessmentPoster describes the assessment as very hard, with games and cognitive reasoning tests. Passing it is not obvious to candidates in the moment.Covered: PEAK Performance Assessment, Aptitude
2Interview stageBehavioralPassing the assessment led into P&G's behavioral interview stage. Poster completed it and was waiting on the outcome.Covered: Behavioral, Leadership
3Career Academy (assessment centre)Assessment centreSuccessful candidates are invited to P&G's UK 'Career Academy' assessment centre (December cohort in this account).Covered: Assessment Centre, Case study
1Workday application + online assessmentOnline assessmentApplication via Workday and P&G's standard online assessment battery.Covered: PEAK Performance Assessment
2Interview stageBehavioralWorkday status moves to 'interview in progress' after the assessment. Posters note long waits between assessment pass and interview scheduling for this stream.Covered: Behavioral, Past projects
3Final interviewFinalA named 'final interview' concludes the Manufacturing Engineering loop. Posters describe ~2-month gaps between the final interview and offer decisions for this scheme.Covered: Behavioral, Leadership
What is the interview process like at Procter & Gamble?
P&G's global hiring loop starts with a Workday application and the PEAK Performance Assessment, followed for many candidates by role-dependent Interactive Assessments (Grid, Digit, and Switch challenges) that gate resume review. Candidates who pass are put through multiple behavioral video interviews (three separate ones for engineering internships in EMEA is common), scored using P&G's success drivers and expected to answer using the CAR (Context, Action, Result) method. Graduate schemes in the UK finish at an Assessment Centre (Brand Academy for Marketing, or a supply-chain / engineering equivalent). Commercial roles often add a final interview with a Director or brand manager, and even a successful loop can end in a 'silver-medal' talent-pool hold if no headcount is available.
What topics does Procter & Gamble test in interviews?
Commonly reported topics include PEAK Performance Assessment, CAR stories, Behavioral, Leadership, Past projects, Assessment Centre.
These guides summarize public, first-hand interview experiences shared by candidates. They describe the shape of each loop and the topics that came up, not a leaked question bank, and every experience links back to its original source. Processes change often. Treat this as directional prep, not a script.
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