I applied through an employee referral. The process took 4 weeks. I interviewed at EY (London, England) in Dec 2017
Interview
Interview process from application through to face-to-face interview was very poorly managed. There was no regard or consideration for my time or availability.
I was connected with the wrong team for interviews,my phone interview and face-to-face was rescheduled at last minute without notice. I was booked in a room deep within their office that was not meant to be for interviewees or external candidates. The interviewees claimed they had not been part of the interviewing process for a long time.
No where in the process anyone tried to make it easier for me or in general, think about the candidate. Internal team and process was a mess which reflected the way they managed my account. Every employee I interacted with, complained about the lack of arrangement and structure from their recruitment team. This made me feel worse.
I had great expectation from EY. However, I was extremely disappointed and shocked to see how disorganised the recruitment entire process and team were.
Interview questions [1]
Question 1
Case study round is tough and there are no practise questions available. 1 hour is too short to expect the candidate to cover 6-8 questions with detailed calculations
Two rounds of interview. First with Senior Manager or Director. Final with Partner. First mostly technical, second more relaxed, seeing fit and all that. Overall chill and not that bad
Interview questions [1]
Question 1
Mostl around previous experience and things in my CV
Straight forward process. Not very thorough and interviewer asked fairly basic questions. Didn't give much information about the company, clients or culture which would have been useful. Seemed fairly disinterested.
Fast two‑round processes where both interviews are directly with Directors or Partners, combined with immediate HR scheduling after an online application, usually signal a high‑priority vacancy and a shortlist that’s already been narrowed. It often means they’re moving quickly to secure strong candidates and want decision‑makers involved early to avoid delays.