Real, anonymous reports from people who interviewed for Consultant at Ryan, newest first and distilled into what to expect across the loop.
After my early conversations, the process felt straightforward and well-paced. I had an initial discussion where they described the role clearly and made the expectations feel transparent, and then I moved into additional rounds that were focused on fit and basic questions rather than heavy technical testing. What stood out was how naturally the conversations flowed and how the interviewers kept things fair and easy to talk through.
My process began with an initial conversation with the head of operations, followed by tasks. After that first discussion went well, I was sent two assignments: an Excel task where I completed a commercial model exercise, and a formatting/information processing exercise where I summarized a project proposal’s content and objectives. If I did well enough, I would have moved on to a final interview with the head of operations and team leaders.
The interview process typically starts with a recruiter screening followed by multiple rounds of conversations with managers and directors, focusing on fit and behavioral questions rather than technical skills. The overall tone is conversational and relaxed, allowing candidates to express their personalities.
Throughout the interviews, there is a strong emphasis on cultural fit, with interviewers asking about how candidates handle conflict and work within a team. Candidates are evaluated not just on their skills but also on their alignment with the company's values and culture.
Candidates often experience a longer-than-expected timeline for the decision-making process, with some reporting delays in communication and scheduling. While most felt kept in the loop, the extended wait can lead to frustration.
The interviews predominantly feature behavioral and situational questions aimed at understanding candidates' past experiences and how they would handle specific scenarios. This approach helps assess their suitability for the consulting role.
Some candidates are required to complete practical exercises, such as Excel tasks or personality assessments, which are used to gauge their skills and fit for the role. These assessments can add an additional layer to the interview process.
Candidates generally describe the interview experience as respectful and fair, even if they do not receive an offer. Many appreciate the relaxed atmosphere and the focus on genuine conversation, though some express disappointment over the final outcomes.