Thank you for your interest in a career at P&G! We're excited to share this guide with you, which answers common questions about our hiring process. Our goal is to make sure that every candidate enjoys a personalized and supportive recruiting experience
Frequently Asked Questions
Frequently Asked Questions
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Disability Accomodations
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Yes, you can. We are committed to providing an accessible and inclusive hiring experience. If you require a disability accommodation at any stage of the process, please visit our dedicated accommodation information page to learn more and submit a request.
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Fraudulent Activity
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Please be aware of the following to protect yourself from fraudulent recruiting communications:
- Apply Only on Our Site: All legitimate P&G job applications are processed through pgcareers.com.
- We Never Ask for Payment: P&G will never ask you to pay for any part of the recruiting process, including travel or onboarding costs.
- Be Cautious with Personal Information: Do not share sensitive personal information via email.
- Check the Email Domain: Legitimate emails from our recruiting team will always come from an @pg.com address.
If you receive a communication that you believe may be fraudulent or wish to verify an offer, please do not respond to it. Instead, contact us through the official help channels on our careers site to report the incident.
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Data Subject Rights
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Subject to applicable law, you may have certain rights (also known as data subject rights) with respect to the personal information you share with or that is collected by P&G. For example, you may have the right to:
You should consult P&G’s Global Candidate Privacy Notice as well as any country/state specific addendums applicable to your geographic location, to ensure you understand the rights available to you with respect to your personal information and how to exercise them. Note that in some instances and subject to applicable law, P&G may be limited in its ability to fulfill certain requests. For example, P&G may not be able to share information with individuals who are unable to verify their identity or who request detailed assessment results.
Where applicable, we encourage you to delete and/or correct your own personal information in Workday. You can also tell us to stop sending you email and/or text messages by following the opt-out instructions sent with those communications. To withdraw your consent for markting and advertising activities, learn more about exercising any of your data subject rights, or seek further assistance regarding your personal information, please email pgglobaltalentacq.im@pg.com for additional support.
- Request access to the personal information P&G processes about you,
- Request that your inaccurate personal information be corrected,
- Request that your personal information be erased, and/or
- Make other requests with respect to P&G’s processing of your personal information as required by applicable law.
You should consult P&G’s Global Candidate Privacy Notice as well as any country/state specific addendums applicable to your geographic location, to ensure you understand the rights available to you with respect to your personal information and how to exercise them. Note that in some instances and subject to applicable law, P&G may be limited in its ability to fulfill certain requests. For example, P&G may not be able to share information with individuals who are unable to verify their identity or who request detailed assessment results.
Where applicable, we encourage you to delete and/or correct your own personal information in Workday. You can also tell us to stop sending you email and/or text messages by following the opt-out instructions sent with those communications. To withdraw your consent for markting and advertising activities, learn more about exercising any of your data subject rights, or seek further assistance regarding your personal information, please email pgglobaltalentacq.im@pg.com for additional support.
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Application Process
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To be considered for a position, you must apply through our official careers site at pgcareers.com. You can search for jobs by keyword, category, or location and follow the prompts to complete your online application.
When searching, avoid using abbreviations. If you still cannot find your school, try a broader search term (e.g., "Florida" instead of "University of Florida"). If it’s not there, please type and select "Not in List" from the dropdown menu.
An application cannot be edited once it has been submitted. Please review all your information carefully for accuracy before submitting.
We take a holistic approach to understand each candidate. We consider a full range of information, including your resume, background, work and life experiences, and, where applicable, the results of our online assessments.
Because we evaluate all information provided, a decision is rarely based on a single factor. While your application may not have been selected for a specific role, this does not mean you cannot qualify for other positions in the future. We encourage you to continue browsing our career site and apply for roles that interest you.
You will receive an email notification after each stage of the application process. You can also check your application status at any time by logging into your account on pgcareers.com.
There is no fixed timeline for the full P&G application process, as timing can vary depending on the role, location, and volume of applicants.
After submitting your application and completing any required online assessments, candidates are typically informed of their assessment results and next steps within 30 days, via email.
If you progress to interviews, the time between interviews and a final decision may vary. In some cases, offers may be extended quickly, while in others the process may take longer based on business needs and role requirements.
After submitting your application and completing any required online assessments, candidates are typically informed of their assessment results and next steps within 30 days, via email.
If you progress to interviews, the time between interviews and a final decision may vary. In some cases, offers may be extended quickly, while in others the process may take longer based on business needs and role requirements.
Yes, candidates may apply to multiple roles that align with their skills and interests through the P&G Careers site. Each role requires a separate application.
Please note that P&G online assessments are a mandatory part of the hiring process. If a candidate does not pass an assessment, they must wait 12 months before retaking it. For this reason, we encourage candidates to apply thoughtfully to roles that best match their experience and career goals.
Please note that P&G online assessments are a mandatory part of the hiring process. If a candidate does not pass an assessment, they must wait 12 months before retaking it. For this reason, we encourage candidates to apply thoughtfully to roles that best match their experience and career goals.
P&G uses behavioral‑based interviews to better understand how candidates think, work, and approach real‑life situations.
Candidates are encouraged to structure their answers using specific examples from past experiences, highlighting how they:
Interviews are also designed to be a two‑way conversation, giving candidates the opportunity to ask questions and learn more about P&G’s culture, values, and career opportunities
Candidates are encouraged to structure their answers using specific examples from past experiences, highlighting how they:
- Solved problems
- Worked with others
- Managed challenges or conflict
- Delivered results
Interviews are also designed to be a two‑way conversation, giving candidates the opportunity to ask questions and learn more about P&G’s culture, values, and career opportunities
There is no set number of interview rounds at P&G. Depending on the role, candidates may participate in:
- One‑on‑one or panel interviews
- Virtual or in‑person interviews
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Assessment
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If an assessment is required for the position you applied for, you will be prompted to complete it. Please take all online assessments that are presented to you.
Your assessment results are valid for 12 months. If you apply for another role within that time, you will not need to retake the assessment since it will be auto populated as completed once you click on it.
Once submitted, an assessment cannot be changed or retaken until its 12-month validity period has expired. After that time, you can complete a new assessment for any new application.
While most of our systems are mobile-friendly, some parts of the assessment must be completed on a desktop or laptop computer. We recommend using a computer for the entire assessment to ensure the best experience.
First, try clearing your browser's cache and cookies or using a private/incognito browser window. Pop-up blockers can also cause issues, so try disabling them. If the problem persists, attempt to use a different web browser or computer.
The link is sent to you via email. If you cannot find the email, log in to your candidate account at pgcareers.com, click on "Application Status," and check your messages.
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Interview
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We want to get to know the real you. While we encourage you to prepare, you are expected to complete your interview on your own, without real-time help from other people or technology like AI.
To reschedule, please contact your recruiting coordinator directly or follow the specific instructions provided in your interview invitation email.
We value the diversity, unique traditions, and personal experiences of our employees. Your physical appearance will not impact your application. We are focused on creating a culture of respect where everyone’s uniqueness is celebrated.
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Privacy
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We may use online assessments to measure skills and abilities that help us identify qualified candidates. These tools help us review applications efficiently and fairly. If an automated decision is made based on your assessment results, you have the opportunity to request a human review of the outcome sending the request to pgtalentacquisition@shared.pg.com
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Candidate Account Management
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Go to pgcareers.com, click "Application Status" in the upper right-hand corner, and enter your username and password.
On the login page, click the "Forgot your Username?" or "Forgot your password?" link and follow the on-screen instructions.
Log in to your account via the "Application Status" link on our careers site. You will be able to see updates, view email correspondences, and check the status of all your submissions.
Log in to your account, navigate to "My Account Options" or "Account Settings," and edit your personal information to update your email address.
To ensure you receive all communications, please add @pg.com to your email's safe sender list. This will help prevent our messages from being sent to your spam or junk folder.
To permanently delete your profile, log in to your account, go to "Account Settings," and select the option to "Delete My Information." This will remove your data from our systems in a 30-day period.
At P&G, we are committed to a hiring process that is efficient, equitable, and innovative. As part of this commitment, we may use Artificial Intelligence (AI) tools in our recruiting activities.
AI tools may be used to support tasks such as matching candidates with relevant opportunities, streamlining recruiting processes, gathering insights, and enhancing the overall candidate experience. For example, recruiters may use AI‑enabled tools to help assess how well a candidate’s skills, experience, location, and other job‑related factors align with open roles, in order to identify and invite well‑matched candidates to apply.
P&G’s use of AI in recruiting is intended to support informed decision‑making and improve the experience for candidates, while maintaining fairness and consistency throughout the hiring process.
While AI tools enhance the efficiency of P&G’s hiring process, we prioritize a holistic approach in our hiring decisions.
Here are some key best practices we follow:
P&G also implements measures to mitigate bias in our hiring process, including potential bias from the use of AI tools.
AI tools may be used to support tasks such as matching candidates with relevant opportunities, streamlining recruiting processes, gathering insights, and enhancing the overall candidate experience. For example, recruiters may use AI‑enabled tools to help assess how well a candidate’s skills, experience, location, and other job‑related factors align with open roles, in order to identify and invite well‑matched candidates to apply.
P&G’s use of AI in recruiting is intended to support informed decision‑making and improve the experience for candidates, while maintaining fairness and consistency throughout the hiring process.
While AI tools enhance the efficiency of P&G’s hiring process, we prioritize a holistic approach in our hiring decisions.
Here are some key best practices we follow:
- Human Judgment: AI tools are used with human oversight to support human decision-making. P&G does not use AI tools to automatically make or replace human judgment for decisions that relate to hiring.
- Comprehensive Evaluation: Outputs from AI tools are only one factor considered in determining how well potential candidates may match job requirements. Assessment results, screening interviews, hiring manager interviews, and other relevant data are used to make ultimate hiring decisions.
- Continuous Improvement: We encourage candidates to keep their profiles updated, as complete information can lead to more accurate recommendations for future job opportunities.
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