The interview process involved an online application, followed by a request to upload additional documents. Afterward, I received an email to arrange a first interview, which was scheduled soon after. The entire process took about 1.5 to 2 months. Scheduling and Coordination: The involvement of too many people made it tricky to organize, and it caused some confusion. For example, one interviewer who was supposed to be part of the panel did not show up, and another individual, who wasn’t initially mentioned, participated instead. While flexibility is expected in any large organization, better communication and scheduling could help avoid these last-minute changes and ensure a smoother process. Interview Tone and Content: The actual interview itself had a very friendly and conversational tone, which I appreciated. The interviewers made an effort to engage on various fronts, and I felt comfortable asking questions about the company and its values. Interpretation of Post-Interview Feedback: The feedback I received after the interview was vague and not particularly constructive. When I asked for clarification to help me understand how to improve for future opportunities, the response was brief and did not address my request. In large organizations, feedback often takes on a scripted, detached tone, which I suspect happened here. This approach seemed to contradict EY's mission to create a better working world and to ask better questions. The lack of genuine engagement in the feedback process demonstrated room for improvement in embodying these values. It was a missed opportunity for the company to provide constructive interaction that would reflect a more positive and supportive culture. Overall, while the interview itself was friendly and engaging, the coordination issues and the tone of post-interview communication left a less favorable impression. A more structured and thoughtful approach to both scheduling and feedback would have greatly improved the experience. It’s important for companies, especially large organizations, to maintain consistent and constructive communication throughout the entire process. More detailed feedback and clearer guidelines would not only benefit candidates but also reflect well on the company as an employer invested in the growth and success of potential future employees. If EY truly aims to foster a better working world, enhancing their feedback mechanisms and engagement practices would be a significant step in the right direction.

Direct one-on-one campus placement interviews. No prior assessments or group discussions. CVs were shortlisted and interviews were taken. There were generally 2 rounds of interviews. Interviews were both CV based and case based.