Real, anonymous reports from people who interviewed for Consultant at DNV, newest first and distilled into what to expect across the loop.
I experienced DNV as a slow process that ended up being clustered toward the end. The interviews themselves felt straightforward, but the timeline dragged out enough that I kept wondering when anything would actually move.
I started with an aptitude-style screen designed to test mental abilities. It felt very “test-like,” and it set a tougher tone than the usual recruiter chat.
Candidates typically experience a multi-step interview process that includes an initial HR screening followed by interviews with management and team members. The structure often involves a mix of individual and panel interviews, focusing on both technical and behavioral aspects.
Many candidates encounter case studies or assessments that test their problem-solving abilities and fit for the role. These assessments can include technical case studies, personality tests, and aptitude-style screenings, which are designed to evaluate both practical skills and interpersonal dynamics.
The interview process can feel slow and drawn out, with significant waiting periods between steps, leading to candidate frustration. While some candidates noted efficient scheduling during interviews, the lack of timely communication post-interview often left them feeling uncertain.
Candidates reported varying experiences regarding the interview tone, with some describing a constructive and conversational atmosphere, while others faced awkward or defensive interactions. The overall environment can significantly impact the candidate's perception of the company culture.
Several candidates experienced pre-recorded video interviews as part of the screening process, which some found awkward and impersonal. These early stages often set a tone for the subsequent live interviews, affecting overall candidate comfort and engagement.
Most candidates did not receive offers and expressed disappointment over the lack of feedback following their interviews. The absence of constructive feedback or acknowledgment of their efforts contributed to a negative candidate experience for many.