Everything we know about interviewing at Berkeley Research Group: the process stage by stage, what each round tests, and compensation by level.
What the process looks like, and what Berkeley Research Group is really testing for.
Berkeley Research Group uses a multi-step loop that starts with screening and then moves into behavioral and technical evaluation. The reported steps include HR or recruiter screening, behavioral interviews with hiring managers, one or more technical interviews or technical assessments, and then final interviews and a final decision.
Across the roles covered by your guides, interviews heavily emphasize technical and analytic work. The most prominent topics are Data Analysis (Technical Skills), Financial Analysis (Technical Skills), Statistics (concept), Accounting Knowledge, Economics, and Excel proficiency and advanced spreadsheet work, with additional attention to case study analysis and problem solving.
What makes the process distinctive in the data is the combination of accounting, economics, statistics, and advanced Excel, plus behavioral interview emphasis that includes leadership style, interpersonal skills, and communication. Even though some steps mention coding and problem solving scenarios, the topic distribution you have is dominated by spreadsheet and analytics skills rather than general software engineering content.
The interview topic mix is unusually spreadsheet and finance heavy, with Accounting Knowledge, Economics, Statistics, and multiple Excel variants showing up as top or near-top topics. If you can’t clearly explain and execute analytics work in Excel and related quantitative domains, you are likely to struggle even when the role label is broader (for example, Consultant or Research Analyst).
5 stages, based on 181 candidate reports.
You start with an initial screening interview assessing basic qualifications and fit for the role. Reported screening also includes background, interest in economic consulting, salary expectations, and communication skills.
You then have behavioral interviews focused on past experiences, leadership style, and interpersonal skills. Hiring manager conversations in the data emphasize cultural fit and how you work with others.
You will be tested on technical skills such as data manipulation, statistical analysis, and visualization, and possibly in-depth technical evaluations. The topics data indicates strong emphasis on data analysis, financial analysis, statistics concepts, accounting knowledge, economics, and advanced Excel, including Excel macros, plus case study analysis and problem solving.
You complete final interviews with key team members, and some reports mention involvement of senior executives for fit. Depending on the role, you may also have a deeper dive with the hiring manager or a director discussion focused on strategic alignment and compliance understanding.
After the interviews and assessments, the company reviews all assessments and discussions to make a hiring decision. The reports do not provide a timeline for when this happens.
How often each skill shows up across reported interview loops.
Each guide has the questions Berkeley Research Group interviewers actually ask, the loop structure, and total compensation by level.
Estimated total compensation: base salary plus stock and annual cash bonus.
Patterns from candidates who got offers, and the mistakes that most often sink a loop.
Answered from real candidate and workplace data, marked up for rich results.
Verbatim snippets pulled from employee and candidate reviews.
The workload can be demanding.
The benefits, team dynamics, and growth opportunities are commendable.
The benefits are excellent, the office is beautiful, and the work is engaging.
The workflow lacks structure, which can be challenging for productivity.
Management should prioritize the well-being of interns to enhance their experience.
Life at BRG offers a unique summer experience with both challenges and rewards.
Companies that hire for the same data roles, with the same depth of prep.
