Real, anonymous reports from people who interviewed for Consultant at Version 1, newest first and distilled into what to expect across the loop.
After an initial set of conversations, my process turned into a sequence that felt strangely unstable. I did psychometric and aptitude-style testing first, then moved into recorded and/or online interviewing where I answered competency questions. One point that really threw me was when I was told they were ready to make an offer but only if I retook an assessment I’d already completed, and it felt like the whole thing was being driven by personality testing rather than role skill. I paused my application, and while someone later said they’d progress me anyway, nothing came of it and I ended up with a standard rejection.
My application journey started promisingly and then became frustratingly opaque. I went through online assessments that were quite long and made it to the interview stage, then was sent to an assessment centre. The assessment itself didn’t feel very skill-focused: there was one non-technical task where I could show something tangible, while the rest was mostly me responding to questions from the panel rather than a structured evaluation.
The interview process typically begins with online psychometric assessments that focus on speed and cognitive abilities, followed by technical and HR interviews, culminating in an assessment day that includes group tasks and presentations.
Candidates often report inconsistent communication throughout the process, with many experiencing generic rejection emails and a lack of meaningful feedback, which can lead to frustration and confusion.
Interviews are generally conversational and focus on personal experiences rather than purely technical skills, with interviewers aiming to create a relaxed atmosphere, although some candidates noted a more structured panel approach.
The interview process can be lengthy, often stretching over several weeks or months, with multiple touchpoints that may feel drawn-out, which can be challenging for candidates to manage.
Candidates encounter a mix of technical questions and non-technical tasks, including logic puzzles and scenario-based exercises, designed to assess reasoning and problem-solving skills under pressure.
While some candidates appreciated the professionalism and structure of the process, others felt it was impersonal or overly focused on personality assessments, leading to a mixed overall experience.