ResumeAdapter

Updated 2026-07-01

KPMG's US interview is video-first. No aptitude test, then the partner round.

Why this mattersKPMG publishes a short, video-first campus funnel and leaves the experienced process to candidate reports. The part that sets the US process apart is what it does not have: an Avature parser reads your resume first, and there is no US aptitude test, unlike KPMG in the United Kingdom. This page walks the experienced and campus funnels stage by stage, marks what is KPMG-official versus commonly reported, fences off the UK assessment process, splits the service-line tracks, and shows how to pre-load your resume.

Scan my KPMG resume
Style
Behavioral

STAR stories, mapped to the values

Format
Two live videos

Campus funnel, with business leaders

US assessment
None

No aptitude test, unlike the UK

Decision
Two weeks

Most campus decisions, partner sign-off

SequenceTwo funnelsApply to offerAudit, Tax, Advisory

The quick answer

What is the KPMG interview process?

You apply at kpmguscareers.com, and the flow hands off to KPMG's Avature applicant tracking system, which parses your resume first. For campus hires, KPMG selects candidates within about two weeks, runs two live video interviews with business leaders, then sends either an offer or an invitation to visit an office, with most decisions made within two weeks of interviewing. For experienced hires, KPMG publishes no formal process, but candidates report a recruiter phone screen, panel interviews with managers, senior managers, and directors, and a final partner or director round. The interviews are heavily behavioral, in STAR format, with accounting technicals for Audit, tax technicals for Tax, and case-style problem solving for Advisory. Unlike KPMG in the United Kingdom, the US process needs no aptitude test. Scan your resume against the KPMG posting first to pre-load the quantified stories each round will probe Scan your KPMG resume.

Start with what is verified. KPMG US runs its applications on Avature: you apply at kpmguscareers.com, the flow hands off to uskpmgats.avature.net and us-talentcommunity.kpmg.com, and a real vendor ATS parses your resume before any human, which is why a single-column, keyword-matched resume matters before the first interview. It is Avature, the same vendor Deloitte runs, not Workday or Taleo, so do not optimize for the wrong parser.

The campus funnel is KPMG-official. KPMG's early-careers pages publish the shape: you apply in about ten minutes, are limited to two active applications, get selected for interviews typically within two weeks, complete two live video interviews with business leaders, and then receive either an offer or an in-person office visit, with most decisions within two weeks of interviewing. Those elements are tagged KPMG-official on this page.

The experienced funnel is candidate-reported. KPMG US does not publish an experienced-hire process, so the recruiter screen, the panel with managers, senior managers, and directors, and the partner or director final are commonly reported rather than company-published, and the exact ordering shifts by office. Those stages are tagged accordingly.

The named specifics are where the hedges live. The US campus funnel has no aptitude test, situational-judgement test, or game-based assessment; the SHL assessments, the AI-avatar Leah video interview, and the Launch Pad assessment centre belong to KPMG's United Kingdom graduate process, not the US, and we fence them off in a labeled UK section so the page does not mislead a US applicant.

Read the stages in order, but loosely. The Avature application is verified, but KPMG US publishes no experienced-hire process, so the recruiter screen, the panel, and the partner round are candidate-reported, and the composition shifts with the service line, the seniority, and the office.

  1. 01

    Apply online, parsed by Avature

    You apply at kpmguscareers.com, and the flow hands off to KPMG's Avature applicant tracking system, the live job board at uskpmgats.avature.net and the apply host us-talentcommunity.kpmg.com, where you create an account and submit. The parser is Avature, the same vendor Deloitte uses, not Workday or Taleo, so a real ATS reads your single-column, keyword-matched resume before any recruiter does. Target one service line, Audit, Tax, or Advisory, and tailor a single resume to it.

    Verified: Avature application
  2. 02

    Recruiter phone screen

    A recruiter calls to check role and industry fit, your motivation, and the basics of your background. This is the human screen after the parser, so the resume that cleared Avature now has to read cleanly to a recruiter mapping you to a role. KPMG US does not publish an experienced-hire process, so the stages here are candidate-reported rather than company-published, and the signal is a focused, quantified resume aimed at one service line.

    Commonly reported
  3. 03

    Interviews with managers, senior managers, and directors

    Most candidates then meet managers, senior managers, and directors, often as a panel with the future manager, with technical depth scaled to the service line. Audit adds accounting technicals, Tax adds tax or law technicals, and Advisory adds case-style problem solving, all blended with behavioral, STAR-format questions and a clear why KPMG thread. The number and ordering of rounds vary by office, so treat the format as flexible.

    Commonly reported
  4. 04

    Final round with a partner or director

    Later rounds typically include a conversation with a partner or director that tests fit, motivation, and how you reason under light pressure. KPMG does not publish a Google-style standing hiring committee, so this round tends to be the last gate, with the partner or director carrying the final sign-off on input from the interviewers.

    Commonly reported
  5. 05

    Decision and offer

    The recruiter relays the outcome, commonly within a few days to a few weeks of the final round, with experienced processes often wrapping in about three weeks end to end in candidate reports. There is no published rejection-policy guarantee for experienced hires, and timing varies by office and recruiter load, so the practical read is that a consistent, quantified signal across the resume and every round is what moves the decision.

    Commonly reported: days to a few weeks

Campus runs a distinct, published sequence. The two-application limit, the selection within two weeks, the two live video interviews, the offer-or-office-visit step, and the decision within two weeks are all KPMG-official; the Super Day label and the back-to-back round shape are candidate-reported. KPMG also runs named early-career programs, including the KPMG Internship with national training at KPMG Lakehouse, the Embark Scholars Program, and the Rise Leadership Conference.

  1. 01

    Apply through KPMG US early careers

    Campus and student candidates apply through KPMG US early careers at kpmguscareers.com, a roughly ten-minute application with a resume and an unofficial transcript. KPMG limits you to two active applications at a time and does not let you interview for multiple roles at once, and hiring is rolling until roles fill, so target deliberately rather than applying broadly. The apply flow runs through a campus Avature portal, so the same parser logic applies: keyword-match the posting.

    KPMG official: two-application limit, rolling
  2. 02

    Interview selection, typically within two weeks

    KPMG states it selects candidates for interviews as quickly as possible, typically within two weeks of applying. There is no published online aptitude test, situational-judgement test, or game-based assessment in the US campus funnel, unlike KPMG in the United Kingdom, so a clean, quantified, parseable resume is what carries you into the interview rather than a test score.

    KPMG official: selection within two weeks
  3. 03

    Two live video interviews with business leaders

    KPMG explicitly describes two live video interviews with business leaders, and gives candidates technology-setup and eye-contact guidance, so plan for a live video format rather than a one-way recording. Candidate accounts add that the first round is often two back-to-back interviews of about thirty minutes, and that the interviews are heavily behavioral in STAR format, so prepare specific, quantified stories mapped to KPMG's five values.

    KPMG official: two live video interviews
  4. 04

    Offer or an in-person office visit

    After the video interviews, KPMG says you receive either a job offer or an invitation to visit one of its offices in person. Candidate accounts describe the in-person stage as a Super Day, in 2025 often largely virtual, with two or three sequential interviews with managers and partners. Hold the Super Day label loosely; it is candidate-reported rather than an officially published KPMG stage.

    KPMG official: offer or office visit / Commonly reported: Super Day
  5. 05

    Decision, most within two weeks of interviewing

    KPMG states that most decisions are made within two weeks of interviewing, and the recruiter relays the outcome. There is no published standing hiring committee, so the decision rests with the interviewing managers and partners, coordinated by campus recruiting. The practical read is that a focused, quantified, service-line-targeted resume is what keeps you in the running long enough to reach that quick decision.

    KPMG official: most decisions within two weeks
Path by service lineTechnicals versus case split

The funnel shape is broadly shared, but the technical layer on top of the behavioral questions differs by service line. The Avature application, the video interviews, and the partner round are common to all; the technicals-versus-case split is where the tracks diverge. The four paths read like this:

Advisory and Consulting
Case-style problem solving on top of behavioral, STAR-format questions. Show quantified, client-facing craft you can walk through as a problem structure, not just describe.
Deal Advisory and Strategy
Finance and transaction technicals plus a case-style discussion, blended with behavioral fit and a why KPMG thread. Show quantified deal or financial impact you can defend out loud.
Audit
Accounting technicals on top of behavioral fit. List the analytical and risk-aware craft you can defend with specifics, and be ready for the technical depth your resume claims.
Tax
Tax or law technicals on top of behavioral fit. Put the specific, quantified technical work on the page so the round has concrete craft to probe rather than generic claims.

Hold the service-line specifics loosely. The verified anchors across all of them are the Avature application, the video interviews, and a quick decision after the final round; the round counts, the Super Day label, and the exact ordering are commonly reported.

Here is the contrast that trips up US candidates who read UK prep. KPMG in the United Kingdom runs a longer graduate funnel: an application, online assessments built around skills and cognitive tests, a recorded video interview, and an in-person assessment centre. A lot of KPMG interview prep online describes exactly that sequence.

The US campus funnel is shorter and has no equivalent test. KPMG's US early-careers pages describe selecting candidates within about two weeks and going straight to two live video interviews with business leaders, then an offer or an office visit. There is no published online aptitude test, situational-judgement test, or game-based assessment in the US funnel, so treat any such prep as UK-oriented and do not build a US application around it.

How to prepare: because the US rounds are heavily behavioral, map your genuine, quantified stories to KPMG's five values and a clear why KPMG, and prepare the service-line technicals or case you will actually face. The KPMG values spoke breaks down what KPMG looks for and the resume verbs that give the behavioral rounds and the partner round real hooks to pull.

The rounds evaluate three things, and your resume should carry the raw material for all three before you walk in.

Behavioral fit and values
The video interviews and the partner round read what you are genuinely good at and how you behave, mapped to the five values. Every owned, quantified bullet is a value you can evidence rather than assert.
Service-line depth
Audit and Tax read technical depth in accounting or tax; Advisory and Deal Advisory read whether you can structure a problem and reason to a recommendation out loud, with a quantified outcome behind it.
Motivation and why KPMG
The behavioral questions and the partner round probe fit and motivation. Put the reasoning and the result on the resume so the interviewers and the partner can pull on it directly.

On who decides: KPMG publishes no Google-style standing hiring committee, so the decision rests with the interviewing managers and partners, with a partner or director carrying the final sign-off and campus recruiting coordinating. KPMG says most campus decisions are made within two weeks of interviewing, so the practical read is that a consistent, quantified signal across the resume and every round is what moves the decision.

FAQ

KPMG interview FAQ

The questions most candidates surface when they map KPMG's Avature application, the two live video interviews, the service-line technicals, and the partner round to their resume. Answers are byte-identical to the FAQPage JSON-LD, because AI engines that extract HTML and AI engines that extract JSON-LD should not see different text.

How many rounds of interviews does KPMG have?

KPMG does not publish a fixed number of rounds, and it differs by funnel. For campus and early-career hires, KPMG describes two live video interviews with business leaders, followed by either an offer or an in-person office visit that candidates often call a Super Day, so two to three rounds is typical. For experienced hires, KPMG publishes no set process, but candidates commonly report a recruiter phone screen, one or more interviews with managers, senior managers, and directors, and a final round with a partner or director, so again about two to three rounds. Audit, Tax, and Advisory add their own technical or case depth, which can raise the count. Treat two to three as the typical shape and tailor your resume to one service line so every round has quantified stories to pull on.

What is the KPMG interview process?

It starts with the application. You apply at kpmguscareers.com, and the flow hands off to KPMG's Avature applicant tracking system, which parses your resume before a recruiter reads it. For campus hires, KPMG then selects candidates within about two weeks, runs two live video interviews with business leaders, and follows with either an offer or an in-person office visit, with most decisions made within two weeks of interviewing. For experienced hires, KPMG publishes no formal process, but candidates report a recruiter phone screen, panel interviews with managers, senior managers, and directors, and a final partner or director round. The interviews are heavily behavioral, in STAR format, with service-line technicals for Audit and Tax and case-style problem solving for Advisory. The US process needs no aptitude test, unlike KPMG in the United Kingdom.

How hard is the KPMG interview?

It is moderately difficult, and the first filter is the resume. KPMG US runs on Avature, a real applicant tracking system that parses your resume before any human reads it, so the difficulty starts at the resume screen. Candidate-reported difficulty on Glassdoor sits a little below the middle of the scale, with a majority describing a positive experience, because the rounds are heavily behavioral rather than a high-pressure case gauntlet. Audit and Tax add technical questions, and Advisory adds case-style problem solving, so the hardest part is usually proving service-line depth and a clear why KPMG. The cleanest way to make any KPMG round easier is a single-column, keyword-matched resume tailored to one service line, with quantified bullets specific enough to double as STAR answers.

Does KPMG use an online assessment or aptitude test?

Not in the US. KPMG's US campus funnel publishes no online aptitude test, situational-judgement test, or game-based assessment: after the application, selected candidates go straight to two live video interviews. This is the clean contrast with KPMG in the United Kingdom, whose graduate process does include online assessments built around skills and cognitive tests and a recorded video interview before an assessment centre. Treat any KPMG aptitude-test, situational-judgement, Launch Pad, or game-based prep you find as UK-oriented, not a US requirement, and do not optimize a US application around it. For a US role, prepare quantified, behavioral STAR stories instead, and make sure your resume is keyword-matched for the Avature parser first.

How long does the KPMG hiring process take?

For US campus hires, KPMG publishes a fast timeline: it selects candidates for interviews typically within two weeks of applying, and makes most decisions within two weeks of interviewing, so the interview-to-decision window is short by design. Candidate reports put the overall process around four weeks on average across roles, with experienced hires often wrapping in about three weeks end to end. Timing varies by office, service line, and recruiter load, and hiring is rolling until roles fill, so apply early in a cycle and treat the published campus windows as the firm's own guidance rather than a guarantee. A focused, quantified resume is what keeps you moving through each stage.

What questions does KPMG ask in interviews?

Mostly behavioral, in STAR format, plus service-line depth and a why KPMG thread. Expect questions about a time you showed integrity or owned a hard call, a standard you raised, a bold decision you made, a team you worked across, and a result that mattered, which map directly to KPMG's five values, Integrity, Excellence, Courage, Together, and For Better. Audit candidates get accounting technicals, Tax candidates get tax or law technicals, and Advisory candidates get case-style problem solving on top of the behavioral questions. Prepare two or three specific, quantified stories your resume already implies, so the same evidence carries the video interviews and the partner round. Avoid generic enthusiasm; the interviewers pull on what is concrete and measurable on your resume.

Does KPMG do video interviews?

Yes. For US campus and early-career roles, KPMG explicitly runs two live video interviews with business leaders, and provides technology-setup and eye-contact guidance, so plan for a live video format rather than a one-way recording. Experienced hires also commonly meet interviewers over video or in a panel, depending on the office. Because the video rounds are heavily behavioral, the preparation is the same as for any KPMG round: two or three quantified, STAR-format stories mapped to the five values, and a specific why KPMG. Get your resume keyword-matched for the Avature parser first, since the video interview only happens after your resume clears the screen.

Continue

The rest of the KPMG resume cluster.

Pillar

KPMG resume guide: the Avature ATS, the values, and the levels

The pillar that anchors this cluster: KPMG's Avature application, the five values, the level ladder, and the interview the rest of these spokes break down.

Sibling spoke

KPMG values, decoded for the behavioral rounds

What KPMG looks for across the video interviews and the partner round, and the resume verbs that give those rounds real hooks to pull.

Sibling spoke

KPMG career levels and the scope line

The Associate to Partner ladder with scope per band, a salary reference, and the band the technical or case round reads you against.

Resume example

Accountant resume example

A worked example for the Audit and Tax tracks: quantified, owned-outcome bullets specific enough to double as STAR answers.

Peer hub

Deloitte interview process, case and scenario

The Big Four comparison, and the other Avature firm: the Case Interview Tool for consulting versus the Scenario Interview Tool for audit, useful across the Big Four.

Index

All company resume guides

The full index of company hubs, each mapping a company's hiring bar to the resume signals that clear it.

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