EY's hiring process varies significantly by service line (Assurance, Tax, Consulting, Strategy and Transactions) and by level (staff, senior, manager, senior manager, director, partner). That said, there are consistent patterns.
Most candidates go through: an initial recruiter or campus screen, one or two competency-based behavioral interviews, and for Consulting roles, a case or business problem discussion. EY uses a structured behavioral framework built around their leadership pillars, so expect heavy emphasis on STAR-style storytelling. They want specifics, not generalities.
For experienced hires into Consulting or Technology Consulting, technical rounds are common and can include a written case, a presentation, or both. The process can run 4-6 weeks from first contact to offer, longer for senior levels. EY is known for thorough reference checks, particularly for manager-level hires.
Culture fit comes up explicitly. Interviewers often ask about client service mindset, working in ambiguous environments, and how you handle feedback. EY is large enough that experience genuinely varies by office and partner, so regional culture matters.
Salaries are fairly structured by band, with limited negotiation flexibility at staff and senior levels. Manager and above have more room.
Read the full Primly report at /community/behavioral-interview-questions/ey
(Posted by Primly Team. Last updated June 2026.)