A plain walk-through of P&G's published hiring steps, the two named online assessments, and the details the company does not make public.
P&G's own page lists four steps: application, online assessment, interview and offer. The online stage includes a Peak Performance Assessment and, depending on the role, an Interactive Assessment that P&G says measures cognitive ability. P&G does not publish the test provider, item types or pass marks.
P&G's hiring-process page splits recruitment into four steps. The wording below is a paraphrase of that page, read on 12 October 2026. The regional versions of the page can differ slightly, so treat your country page and your invitation email as the final word.
P&G is more specific than many employers here, because it gives names to the online stages. It does not, however, say which outside company builds them.
| Assessment | What P&G says about it | Why it matters for you |
|---|---|---|
| Peak Performance Assessment (online) | Looks at background, experience, interests, work-related attitudes and fit with P&G competencies. | This is a background and attitudes stage. ReasonEra does not cover it, and this guide does not give advice on it. |
| Interactive Assessment (online) | Role-dependent. Measures cognitive ability. | This is the stage where reasoning practice is relevant, if your role includes it. |
Because the Interactive Assessment is role-dependent, some applicants may not see it at all. Your invitation will list what you are asked to complete.
That last point is a target, not a promise, and the company also notes that the time between an interview and a reply does not signal the outcome.
The hiring page states that P&G does not use AI in its online assessments, including for evaluation. It also says candidates must complete the assessments, and later the interviews, without real-time help from other people or from technology such as AI, and that breaking this can lead to rejection.
That is a clear instruction and this guide follows it. Everything on ReasonEra is for practice before you start, using unrelated sample questions, never during an invitation you have received.
Third-party prep websites describe numerical tests for P&G graduates. That is their characterisation, not something P&G has published, so it is safest to prepare broadly.
Since the content is unspecified, build general fluency rather than chasing one format. A sensible mix is short timed sets on numerical tables and percentages, logical deduction, abstract pattern sequences, and a few memory-style exercises where you hold information for a short period and then use it.
Do each set under a timer, then spend longer on the review than on the attempt. Note why a wrong option was tempting. Candidates who describe a multi-level or memory-based round often find the pace is the surprise, so practise switching quickly between tasks.
ReasonEra is a browser-based AI tutor for practice material. Take a screenshot of a sample question from a public practice test, choose Quick Verify for a fast check or Tutor Explanation for the full reasoning, and compare it with your own working. It is most useful for numerical, logical, abstract and game-style items. It does not tell you what P&G will ask. A free account includes 3 free trials, after which a 14-Day Pass costs 49 €.
P&G says that if you do not pass an assessment the first time, you can try again after 12 months. Use the gap: write down which question types felt slow, and rebuild them with timed practice. Candidates who need adjustments because of a disability are pointed by P&G to its help site and accommodation process, and that should be arranged before you start, not after.
Pages like these date fast, so confirm anything important with the recruiter.
ReasonEra is a study aid, but a real assessment usually comes with its own conditions on outside help, so read your invitation and keep ReasonEra for preparation.
P&G says its Interactive Assessment is role-dependent and measures cognitive ability, so some graduate applicants will meet one. The company does not publish the exact skills it covers.
P&G states a range of 20 to 60 minutes for completing its assessments, with some sections timed. The exact length depends on which assessments your role requires.
P&G says candidates who do not pass an assessment can try again after 12 months. There is no mention of an earlier retake on its hiring page.
P&G aims to email results and next steps within 30 days. It describes this as an aim rather than a guaranteed deadline.
P&G states that it does not use AI in its online assessments, including for evaluation. It also asks candidates not to use real-time help from other people or AI while completing them.
Not publicly confirmed. P&G names its assessments but not the company that supplies them.
Take the questions you got wrong and see the step-by-step reasoning. Three trials are free, then a 14-Day Pass is 49 €.
Billing is handled by Paddle, so read the Refund & Cancellation Policy before you buy.
Notes. The facts on this page come from public sources, which are linked above. Company and test names belong to their owners and are used here for identification only.