Applying to us

We put inclusion and innovation at the heart of our application process

We’ve embraced technology by using an innovative cloud-based online application platform for Administrative, Specialist, Associate and Senior Associate roles that includes on-demand video interviews. This platform provides you with a seamless, efficient and convenient application process, saving you time and giving you flexibility, and it’s configured for tablets, smartphones and laptops. Please be advised that we can only conduct video interviews in English or French. For Manager positions and above, we set up pre-screen phone interviews.

We look forward to getting to know you and seeing what you bring to the table!


The process

We’re constantly evolving and innovating, and we’re proud that our approach to hiring is different from that used by our competitors. We strive to provide a unique and enjoyable application process that gives you the opportunity to showcase your talent and skills and get to know us in more detail.

Application experience

When you apply to us, we’ll manage your experience professionally:

  • Application assessment: Our initial assessment will involve looking at your application to review your skills and experience related to the role, so be sure to make it stand out.
  • Personal touch: Every application is personally reviewed by our team of talent acquisition professionals. They work with our business leaders to make sure they understand the skills, knowledge and experience our business needs.
  • Diversity: We value diversity in every form, as it makes us a stronger firm and helps us perform at our best for our clients and each other.

Depending on the area and level you’ve applied to, our talent acquisition process is tailored to provide the best experience to our candidates and ensure we’re able to assess key skills for our business.

What can you expect from us?
  • Preparation: Time taken to prepare for an interview is time well spent. You’ll make a positive impression by being well prepared for all your interviews.
  • Interviews and assessments: Depending on where you are in the assessment process, you may be invited to attend a telephone-based interview, an on-demand video interview, and/or a face-to-face interview at one of our offices. Certain roles may require you to complete a case exercise or an assessment on the day of your in-person interview, so we’ll notify you in advance if this applies to you.
  • Soft skills: While a technical skill set is an element of what we look for in candidates, we also look for soft skills tied to the PwC Professional. We’re not looking for one specific type of person. We want to understand how well your working style and values align with ours—just like you want to make sure we’re a good fit for you.
  • Dedicated recruitment contact: If you’ve wowed us with your application and interviewing ability, you’ll receive a call from one of our talent acquisition team members assigned to support you through your application with us.
  • PwC Professional: All our interviews are aligned to our competency framework we call the PwC Professional.
  • Job matching: When assessing your application, we’ll also consider if your skills are suitable for other areas of our business. Where appropriate, we may discuss other opportunities with you.
  • Your feedback: At key stages of the talent acquisition process, you’ll have the opportunity to give us feedback. We use this to continue to maintain best practices and customer excellence.
  • Status updates: You’ll always know the status of your application.  If you’re unsuccessful at the application review stage, you’ll receive an email from our team and an invitation to look at other roles that may suit your skills better. If you’re unsuccessful at the interview stage, you’ll receive an email or a phone call from one of our talent acquisition team members to let you know you weren’t successful. As we’re always striving for continuous improvement, we would love to hear your thoughts on our recruiting process, and we invite you to send us your feedback.

As you move through our offer process, your dedicated Talent Acquisition team member will keep you informed on what to expect and who will be in contact.

  • Pre-employment screening: Once you accept an offer, our pre-employment screening team will verify the employment history and relevant professional qualifications you outlined in your application/resume. It’s essential that all the information you provide is accurate at the point of application and post-offer, as it will be checked rigorously (although active checks won't be made against social networking sites). The types of pre-employment screening that PwC Canada will conduct may include credit checks, criminal checks, employment references, education verification, driver’s abstract and independence checks. Also, if you’re joining a business area with government and public sector clients, further checks will be carried out in line with the government’s Enhanced Secret Security Clearance.

The telephone interview

If you’re used to speaking to colleagues and clients on the telephone, a telephone interview can appear to be straightforward. But even highly capable candidates can perform poorly at this early stage.

So preparation for this element of the assessment process is as vital as it is for later stages. For many candidates, the situation can feel contrived and impersonal, due to the lack of eye contact and ability to build rapport. But considering and adopting some of the points below can help you make a positive impression and, ultimately, succeed at this stage:

  • Find a place where you won’t be interrupted, and lay your resume and any notes out in front of you so you can refer to them quickly if you need to.
  • Have a pen and paper in case you need to make a note of anything, such as the question being asked or something you think you might want to explore later.
  • Answer the phone with a smile. Smiling can help you relax, and if you’re relaxed you’ll come across as more confident, friendly and assertive.

  • Talk clearly and distinctly and think about your pace; if the interviewer is asking you to repeat yourself it might be because you’re talking too fast.
  • Try to connect with the interviewer in some way to build rapport. Consider what you might have in common and draw on this to create a dialogue.
  • Take time to consider your answer, if necessary, and make it clear to the interviewer that this is what you’re doing, rather than just going silent.

  • Ask the interviewer to clarify what they’re asking you if you’re unsure or repeat the question back to them if you want confirmation—listening on the phone can be challenging and interviewers will be sensitive to this.
  • Answer the question that was asked and be careful not to go off the point. Support your answers with real-life examples that you’ve prepared from previous experience.
  • Express your motivation for applying for the role coherently and try to end the call on a positive note: thanking the interviewer for their time.

The on-demand video interview 

This is a unique opportunity to bring your application to life. You’ll be asked to answer several behavioural, technical and situational questions on the screen by some of our people. Think of this as a virtual cover letter: It’s a way to help us get to know you and for you to shine in ways a traditional recruitment process doesn’t allow. Here are some other tips to help you with your application:

  • Prepare. Research behavioural and situational interviewing techniques (e.g. the STAR [situation, task, action, result] method for answering behavioural interview questions). 
  • Practice. You’ll have an opportunity to try some practice questions in the platform. These aren’t the real questions, and we won’t see your answers.
  • Choose a comfortable environment. Check your lighting and background—place a source of light in front of you, and avoid having sources of bright light behind you (such as a window) as this will make it hard for us to see you.
  • Check your internet connection, camera and battery charge. You’ll need a stable internet connection and a device with a camera and microphone (computer, tablet or mobile phone). What’s more, make sure your laptop, phone or tablet have sufficient battery charge. 
  • Dress appropriately. Business casual is fine. If in doubt, have a look at our people on our Careers website.
  • Stay focused. Turn off your mobile phone if it’s not the device you choose for recording, and remove any other distractions.

Tips for the in-personal technical and behavioural interview

  • Know whom to ask for on arrival—this will have been communicated to you.
  • Know your recruitment contact's telephone number in case of a delay or problem.
  • Know the exact address and location of the PwC office you’re attending.
  • Give yourself plenty of time to get to the interview location.
  • Dress in appropriate business wear.
  • Know the content of your resume.
  • Research PwC and the position you’re applying for.
  • Research behavioural interviewing techniques, specifically the STAR (situation, task, action, results) method for answering behavioural interview questions.

  • Take time to breathe. This can help you keep your mind focused and reduce potential anxiety.
  • Listen carefully to what the interviewer is asking you; ask for clarification if you’re unsure.
  • Take time to consider your answer if necessary.
  • Express yourself clearly and concisely.
  • Be as specific as you can.
  • Answer the question that was asked and be careful not to go off the point.
  • Support your answers with real-life examples that you’ve prepared from previous experience.
  • Express your motivation for applying for the role coherently.
  • Ask well-thought-out questions about PwC and/or the area you’ll be working in.

Applying with a disability

We’re committed to treating all our job applicants fairly and with respect and to building a diverse workforce representative of the communities we serve. We encourage and are pleased to consider all qualified candidates, without regard to ethnicity, colour, religion, sex, sexual orientation, gender identity, Aboriginal status, age or disability.

We’re also committed to creating an inclusive environment for our people and our interview candidates. Please contact your recruiter if you need any accommodations during our selection process. Accommodations can include, but aren’t limited to, arrangements for persons with disabilities. Any information provided by you for any accommodations will be kept confidential and won’t be used in the selection process.

Recruitment agencies

Our team of recruiters sources candidates directly, and they’re always happy to connect with candidates about opportunities at PwC Canada. At times they’ll work with one of our preferred recruitment suppliers to source candidates for particular roles.

We don’t accept unsolicited resumes from recruitment agencies or suppliers that aren’t part of our preferred vendor list.

We do not pay agency fees when speculative and unsolicited resumes are submitted to PwC or any of our partners or employees other than through our recruitment process and Talent Acquisition Team. If this is not adhered to, PwC reserves the right to contact these candidates directly and have discussions with them without paying any agency fees. Submission of any unsolicited resumes or proposals to PwC will be deemed evidence of full and unlimited acceptance of our agency policy.

As a candidate, you should never be asked to pay an agency or third party a fee for an introduction to PwC. Please contact us immediately if an agency offers an introduction or a role with us for a fee.

Work permit

Do you need sponsorship to work in Canada?


What if I have a valid work permit?

We welcome applications from candidates already eligible to work in Canada. If you hold a temporary open work permit, you can apply to a role we currently have open. We may not be in a position to extend your work permit.

 

What if I need a work permit but don’t have one?

If you don’t work for the PwC network globally and don’t hold a valid visa, there are limited cases where PwC can sponsor a work visa. This may be subject to an assessment of candidate skills and approval to progress sponsorship from the business if a local resource cannot be identified.