Company details

London, UK

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Professional Services

WEBSITE

https://www.pwc.com/

About the company

PwC is a professional services firm that works across audit, accounting, tax, deals, consulting, legal services, and technology-focused advisory work. PwC supports large companies, fast-growing businesses, financial services firms, and public sector organisations with assurance, compliance, and transformation projects. In the UK, PwC runs structured early-career routes that blend client work with professional qualifications. PwC is part of the wider PwC network, with UK teams delivering work to UK-based and international clients.

Locations and presence

PwC has 19 offices across the UK, with early-career roles advertised in multiple major cities and regions. PwC describes a hybrid set-up through “Empowered Flexibility”, and many roles reference a working week split between office, home, and client site.

Palpable Score

79.0

/ 100

PwC offers a wide set of entry routes (school-leaver, degree, undergraduate, and graduate) and spells out the hiring steps clearly enough that most applicants can plan properly. The main limiter is pay transparency: PwC describes benefits well, but early-career salary ranges are not consistently published on programme pages or job ads, and early-career outcomes like retention and promotion rates are not shared in a way that’s easy to verify.

Pillar 1: Early-career access

Score

18.3

/ 20

The company runs multiple early-career entry points, including entry-level programmes, Flying Start degree routes (earn while studying), and graduate programmes grouped into five job categories.
PwC offers undergraduate options such as summer internships and work placements, plus early-stage “insight” style programmes that target different student needs.
The company also lists targeted access routes such as “New World. New Skills.” for school and college students from lower socio-economic backgrounds.

Pillar 2: Hiring fairness and transparency

Score

16.7

/ 20

The company publishes a step-by-step early careers selection process (online application, online assessments, video interview, assessment centre, and a final business assessment for graduate roles).
PwC sets some practical expectations that reduce guessing, including a stated 48-hour outcome window after online assessments and a one-week window to complete the video interview.
The company offers recruitment adjustments for disability and neurodiversity, but also enforces a “one application per intake year” rule that can be unforgiving if an applicant chooses the wrong programme first time.

Pillar 3: Learning and support

Score

17.0

/ 20

The company describes structured learning from day one, with a formal induction followed by joining a first team and doing real work early in the programme.
PwC spells out a support network for programmes involving professional exams, including external tutors, a Professional Qualifications team, talent coaches, buddies, and peer groups.
The company provides candidate-facing prep resources through an Employability Hub that covers applications, assessments, and interview preparation.

Pillar 4: Pay fairness and stability

Score

12.7

/ 20

The company publishes a detailed benefits offer that includes health support (for example, private medical cover and virtual GP access) and family policies with paid parental leave provisions.
PwC has publicly referenced entry-programme pay increases in the past, but current early-career salary ranges are not clearly stated on the main programme pages.
The company’s job ads frequently describe benefits and hybrid working patterns, but many listings do not show pay ranges, which makes it harder for early-career candidates to judge fairness across locations and business areas.

Pillar 5: Early-career outcomes

Score

14.3

/ 20

The company ties many early-career pathways to recognised professional qualifications (for example ACA/ICAS routes in relevant programmes), which can materially improve long-term employability.
PwC’s publicly visible early-career progression patterns show many people moving from trainee-style roles into higher-responsibility grades over the following years, suggesting a functioning promotion pathway for at least a meaningful share of joiners.
The company does not publish early-career retention, promotion rates by cohort, or completion rates for key qualifications in an accessible way, which caps confidence in outcomes beyond individual career stories.