The interview process is set out into 4 separate interviews / 5 stages for entry level positions. (Unsure if this is the same for experienced hires). 1. Application, then leads you to an SHL aptitude test where there are 20 mathematical questions, it’s not overly difficult but it’s a short timeframe to complete them all. 2. Screening call - The recruiter will then invite you to a screening call, which is just a sense check that you’re a suitable candidate along with some competency questions. 3. Technical interview - A made up scenario is led by two members of the team that you’ve applied for, you’re assessed on your understanding of your team. Ie: risk teams are assessed on finding risks in the made up scenario. 4. Problem solving interview - Pretty difficult, involves someone outside of the team you’ve applied for to give you a random case study on a case that isn’t in your chosen practice. It’s to assess how data driven, logical and structured you are. Can be difficult because you have not much idea about the subject matter (mine was a recruitment issue, about making the recruitment process smoother (ironic as they put you through 4 different interviews). 5. Bar Raiser - This process I didn’t get to. I was told 3 interviews later, 3 months into the interview process (ridiculous I know) that they were stopping the programme entirely. Given the reviews from employees it seemed like a dodged bullet.

First HR interview following Criteria test. No help on this test as you have to close every window. Need to practise a bit the test if you want to be ellegible.