Sources checked
EY
EY hires against a published strengths framework and scores every behavioral answer on three things: the experience, the action, the result. This guide covers the spoken fit rounds, not the online assessments or the EY-Parthenon case.
The EY process
3 of 9 stages you can practise here
- 01Application and resume screen
Online application through the EY careers portal, which EY says takes about 30 minutes to complete. Reviewed on academic background, skill set and work experience. Not simulated.
- 02
Warm phone or video screen built around strengths rather than credentials
motivationcuriositycommunication - 03Online assessments (not simulated here)
Early-careers applicants get custom assessments containing 'rank order, written and recorded video answers, and, where applicable to your programme, a time-recorded Numeric Reasoning Test'. Some other pipelines get a written assessment online or at a testing center instead. None of it is a spoken round, so it is out of scope.
- 04Recorded video interview (not simulated here)
EY offers a prerecorded format where candidates record responses to questions sent in advance. One-way and unprompted, so this product does not simulate it.
- 05
Open-ended behavioral round scored on the example, the action and the result
adaptabilityresiliencecollaboration - 06EY Experience Day (group exercises not simulated here)
An in-person or virtual assessment day of activities and exercises, with assessors scoring against the core EY strengths framework. The group and exercise components are out of scope; the one-to-one interview inside the day is the round above.
- 07EY-Parthenon interviews, behavioral and case (case not simulated here)
For the strategy arm only. EY-Parthenon says candidates 'can expect a mix of behavioral and case-based interviews with multiple EY-Parthenon professionals'. The behavioral half is simulated; the case is a different mode and is excluded.
- 08
Senior interviewer, strengths and motivation under harder pressure
motivationintegritypersonal ownership - 09Offer decision
EY says a decision is usually made quickly after the final interview, followed by a formal offer in writing. EY-Parthenon communicates offer decisions typically within a week of interviews. Not simulated.
Common questions
- What kind of interview does EY use?
- EY uses behavioral interviewing. In EY's words, "We lean on behavioral interviewing, which includes open-ended questions that begin with phrases like 'Give an example of' or 'Describe a situation when.'" Interviewers measure every answer against three checks: did you provide a relevant experience that answers the question, did you explain what action you took, and did you describe what your action led to.
- What does EY look for in candidates?
- EY assesses against a published strengths framework rather than a fixed competency checklist. The named strengths are adaptability, curiosity, collaboration, learning agility, resilience, relationship building, integrity, personal ownership and motivation. EY says strengths "help us to provide a level playing field for all candidates, as they are individual to each person," and that mindset is as important as skill set.
- Does EY have a case interview?
- Only in its strategy arm. EY-Parthenon states that candidates "can expect a mix of behavioral and case-based interviews with multiple EY-Parthenon professionals," with offer decisions "typically communicated within a week from your interviews." EY's published early-careers process is an application, online assessments, an EY Experience Day and a final interview, with no case stage.
- Is there a coding round in an EY consulting interview?
- No. The EY consulting and advisory fit loop is behavioral and strengths-based, with no live coding round. EY does note that for certain roles applicants "may be required to submit additional materials, like writing samples or coding questions," but that is submitted work for technical positions rather than a spoken interview, and it is out of scope for this mock.
Sources
Built from what EY publishes about its own process. No leaked question lists. The questions you get are generated against your own resume, so they are not from anyone else's interview.
Behavioral interviewing and the three checks every answer is measured against (relevant experience, action taken, what it led to); 'one or more phone, video and in-person conversations'; the prerecorded option where candidates record responses to questions sent in advance; 'Mindset is as important as skill set.'
The same three checks and the same behavioral-interviewing language on EY's global page, confirming this is firm-wide guidance rather than one market's.
'Your interview experience will be a combination of in-person, phone and video'; a written assessment 'either online or at a testing center' for some roles; writing samples or coding questions submitted for certain positions; formal written offer.
Three-phase funnel (search and apply, interview, offer); screening on 'academic background, skill set and work experience'; 'A decision is usually made quickly after the final interview.'
The early-careers stage list: application, online assessments containing 'rank order, written and recorded video answers, and, where applicable to your programme, a time-recorded Numeric Reasoning Test', the EY Experience Day, and a final interview with senior team members, all scored against 'the core EY strengths framework'.
The nine named EY strengths (adaptability, curiosity, collaboration, learning agility, resilience, relationship building, integrity, personal ownership, motivation) and the rationale: 'Strengths help us to provide a level playing field for all candidates, as they are individual to each person.'
Application taking about 30 minutes; 'Your interview experience may be a combination of in-person, phone and video'; interviews covering relevant work experience and 'your view on current market trends and sector developments'.
'Candidates can expect a mix of behavioral and case-based interviews with multiple EY-Parthenon professionals'; 'Offer decisions are typically communicated within a week from your interviews.'
The same behavioral-and-case interview mix and one-week offer window at the experienced consultant level.
Sources last checked . Hiring loops change, so this date is the honest limit on everything above.