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 pseudonym (Reddit, GeeksforGeeks or forum handles), so we could not verify the authors’ identities.
Typical rounds
3.63-5 range
Outcomes shared
0/1offer / not
Most common round
Behavioral
Sources span
2020 - 2026
Most frequently reported · Behavioral(5), PEAK Performance Assessment(5), Past projects(4), Aptitude(2), Assessment Centre(2)
Procter & Gamble’s official process
P&G describes a four-step process: (1) Application via Workday with education, resume, and role-specific questionnaire; (2) one or more online assessments including the PEAK Performance Assessment (background/experience/attitudes vs. P&G competencies) and role-dependent Interactive Assessments measuring cognitive ability; assessment results alone can gate the application, and candidates who fail must wait 12 months to reapply; (3) Interviews (P&G tells applicants results are communicated within about 30 days, and expects candidates to complete assessments and interviews without real-time help or generative-AI assistance); (4) Offer. The PEAK assessment page confirms it takes ~20 minutes, is split into 4 non-reversible sections, and uses multiple-choice and rating-scale question types.
Applied 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
2
Live video interview 1Behavioral
Invited 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
3
Live video interview 2Behavioral
A second one-hour live video interview with someone else from Supply Chain, ~10 days after passing the first.
Covered · Behavioral
4
Assessment CentreAssessment centre
Final stage; the scheme's AC ran on 5-6 December. Candidates who progress get about a week's notice.
Application via Workday and P&G's standard online assessment battery.
Covered · PEAK Performance Assessment
2
Interview stageBehavioral
Workday 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
3
Final interviewFinal
A named 'final interview' concludes the Manufacturing Engineering loop; posters describe ~2-month gaps between the final interview and offer decisions for this scheme.
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.