For candidates →Sector-specific IWX
Branded virtual work experience built around real consulting, audit or trainee-solicitor work. Captures decision-making, structured analysis and client-communication signals before any application is written.
Industries · 01 · 07
Professional services: hire the work, not the CV.
31 deployments across UK consulting, accounting and law. Our behavioural assessment models are tuned for the two things that matter most in a first-year associate or trainee — structured problem-solving and client-facing communication — both captured before a CV ever lands. ICAEW, SRA, CFA and ACA framework-aware throughout.
Sector at a glance
Our biggest sector, by deployment count.
Professional services was the first sector that adopted behavioural-evidence assessment at scale. Three of the Big Four, every magic-circle firm we’ve approached, the largest UK consultancies and roughly half the top-50 law firms have used at least one Talent People product across their early-careers cycle.
If you’re moving from CV-and-aptitude-tests to evidence-based screening, you’re likely to know someone who’s already done it.
Deployments
31
UK consulting, accounting and law firms using TTP products.
Validity uplift
r 0.18→0.41
PwC graduate audit/tax: from legacy aptitude tests to behavioural evidence.
Time saved
58%
Average screening-time reduction for partner-track and trainee pipelines.
First-gen hires
+19pp
Increase in first-in-family-to-the-sector hires across deployments.
The sector challenge
The case-study interview stopped working — and AI didn’t help.
Professional-services hiring has historically rested on three things: a target university, a numerical aptitude test, and a structured case interview. The first two were already weak signals of future performance. The case interview held the line for two decades because it was hard to coach and hard to fake.
A graduate audit vacancy now gets 180 applications. Every one of them looks well-prepared.
Then candidates started preparing case interviews with AI in 2023. By 2025 the interview had collapsed as a discriminator — everybody arrived sounding like a senior manager, and the discriminating signal moved to what people actually did, not what they said they would do. CV polish moved with it. Application volume went up, signal density went down, and the hit-rate on partner-track potential dropped at most firms we’ve worked with.
The behavioural-evidence approach is built precisely for this: candidates work through realistic, role-specific exercises during Immersive Work Experience, the platform captures their actual decisions, and the Assessment Platform converts those into ranked, defensible scores. The interview becomes the second filter, not the first.
What we deliver
Six capabilities, configured for partner-track hiring.
Configured against the competency frameworks the largest UK firms use internally — not generic graduate scoring. The defaults below are the starting point; sector practitioners on our team adjust per firm.
Validity-tested scoring
Validated against first-year line-manager performance ratings. Independently benchmarked at r = 0.41 in PwC’s 2024–25 audit and tax pipelines, vs r = 0.18 with legacy aptitude tests.
Structured case interviews, kept honest
The Video Interview Platform with explainable AI scoring. Same competency rubric across every interviewer; flags when interviewers drift, helps consistency across global panels.
Adverse impact, audit-ready
4-fifths rule satisfied across protected characteristics in production cohorts. Disaggregated reporting per partner, per office, per role family — the level of detail D&I leads actually need.
10k-application capable
Designed for the 5,000–15,000-application graduate intake cycles that Big Four and the largest consultancies run. <48-hour median time-to-shortlist on cohorts of any scale.
Onboarding to chartership
First-90-days programmes that map to ACA, ACCA, CIMA and SRA training routes. 24-month retention uplift of +18 percentage points vs CV-only cohorts.
Frameworks & professional bodies
Aware of the chartership routes your trainees are heading for.
The platform is configured against the professional-body frameworks that govern progression in your sector — so the behavioural signals we score against actually map to what your trainees need to demonstrate to qualify.
Procurement teams: every framework alignment below is documented in the methodology pack. Available under NDA.
ICAEW · ACA
Aligned
Audit and tax trainee competencies mapped to ICAEW practical experience requirements.
SRA
SQE-aware
Solicitor Qualifying Examination aware. Training contract and paralegal pipeline competencies mapped.
ACCA & CIMA
Aligned
Practical experience competency frameworks for chartered accountancy routes.
CFA Institute
Aligned
Investment management programme alignment for advisory/consulting routes.
Featured · Big Four
Case study · PwC graduate audit & tax
Validity from 0.18 to 0.41, in two intake cycles.
PwC’s graduate audit and tax pipelines moved to the Assessment Platform across the 2024 and 2025 intakes. Predictive validity against 12-month line-manager performance climbed from r = 0.18 (legacy SHL battery) to r = 0.41. 4-fifths rule satisfied across all monitored characteristics in both cohorts. Independent BPS-panel review on file.
r = 0.41
vs performance
58%
Time saved
4-fifths
All chars
Trusted by professional-services teams at
PwC
Causeway
Deloitte
EY
KPMG
Bain
Slaughter & May
A&O Shearman
Talk to the sector lead
Designing your 2027 graduate cycle?
Most firms start with a 45-minute working session: anonymised data from your last cohort, plugged into our scoring model. You walk away with a read on what would have changed for your roles, and a methodology pack written for your D&I, audit and procurement teams.