Initial HR Screening
The interview process typically begins with a straightforward HR screening call focused on the candidate's profile and fit for the role, often feeling mechanical and lacking in detailed role information.
Real, anonymous reports from people who interviewed for Consultant at Ernst & Young U.S. LLP, newest first and distilled into what to expect across the loop.
My EY process started through campus placement, so the whole thing felt fairly basic and low-stakes at first. The first level interview was basically a general conversation where the interviewer asked me about myself and my profile, but what stood out was how much they focused on learning about my university rather than digging into my experience.
My interview journey was short and simple, with two back-to-back rounds. The first one was extremely easy—mainly walking through my resume and talking through why I’d be a good fit. It felt more like a conversation to confirm basics than a tough evaluation.
The interview process typically begins with a straightforward HR screening call focused on the candidate's profile and fit for the role, often feeling mechanical and lacking in detailed role information.
Candidates can expect behavioral interviews that assess cultural fit and personal experiences, often structured around general questions rather than technical depth, which may feel less challenging but crucial for success.
A significant part of the interview process includes a case study, which varies in difficulty and is often tied to the candidate's background or specific industry knowledge, requiring clear reasoning and structured thinking.
Depending on the role, candidates may face technical interviews that assess their knowledge and experience, often based on previous projects rather than abstract scenarios, making it essential to articulate past work clearly.
The interview process can vary in length and structure, with some candidates experiencing multiple rounds over several days, while others find the process quick and straightforward, impacting overall perception of efficiency.
Candidates often report a lack of timely feedback and communication throughout the process, which can lead to frustration and a feeling of unresolved outcomes, regardless of interview performance.