What to expect in a CBRE data analyst interview, based on three candidate reports: a short HR or recruiter screen covering background and KPIs, manager conversations about achievements and multitasking, and behavioral questions on deadlines.
$81K
Avg. Base Comp
$92K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
The three candidate reports behind this guide describe a conversational CBRE process, not a technical gauntlet. Only one report is for a role titled Data Analyst. The other two are for an Analyst role and an Energy & Sustainability Analyst role, so treat them as nearby evidence.
The Data Analyst candidate described a roughly 15-minute HR phone call. It covered the role requirements, some company background and the candidate's experience. That candidate recalled no SQL, case studies or technical grilling, and the process ended without an offer.
The Analyst candidate, who received an offer, began with a 30-minute recruiter call about background, sponsorship status and KPIs tracked in previous roles. Two interviews followed: an in-person one with a direct manager and a senior manager on multitasking, and a virtual one with a team member on handling tight deadlines without sacrificing quality. That candidate also noted slow communication after the second round and an emphasis on being hands-on.
The Energy & Sustainability Analyst candidate, who also received an offer, met a local hiring manager in person. Questions covered their biggest current achievement and why they wanted CBRE.
Based on these reports, prepare a tight background summary, two or three metrics-driven achievement stories, examples of juggling competing priorities, and a specific reason for choosing CBRE. Brush up on your analytics tools too, since one candidate mentioned practical exercises, but the reports give no details on what they covered. Evidence is thin, so confirm the format with your recruiter.
Synthesized from 3 candidate reports by our editorial team.
Had an interview recently?
Share your experience. Unlock the full guide.
Real interview reports from people who went through the Cbre process.
The interview was pretty straightforward and low pressure. My first round was a short phone call with HR that lasted about 15 minutes. It felt relaxed, and most of the time was spent going over the role requirements and getting a bit of background on the company. There wasn’t any technical grilling in that conversation, just a basic check on fit and experience.
The only real question I remember being asked was about my experience, which kept the conversation broad rather than deep. It came across more like an introductory screen than a full interview, so I didn’t have to walk through case studies, SQL, or anything especially difficult. Overall, the process felt easy and positive, but it ended without an offer. If you’re preparing for this role, I’d expect the early stage to be more about your background and how it lines up with the job than about hard technical testing.
Prep tip from this candidate
Be ready to summarize your experience clearly in a short HR screen and connect it directly to the role requirements. The first round sounded focused on fit and background rather than technical depth, so a concise, well-prepared intro matters most.
Share your own interview experience to unlock all reports, or subscribe for full access.
Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Cbre
What do you tell an interviewer when they ask you what your strengths and weaknesses are?
| Question | |
|---|---|
| 2nd Highest Salary | |
| Top Three Salaries | |
| Longest Streak Users | |
| Employee Salaries | |
| Rolling Bank Transactions | |
| Top 3 Users | |
| Largest Salary by Department | |
| Closest SAT Scores | |
| First to Six | |
| Find the Missing Number | |
| Size of Joins | |
| Prime to N | |
| Paired Products | |
| Fair Coin | |
| Experiment Validity | |
| Get Top N Frequent Words | |
| Raining in Seattle | |
| Bagging vs Boosting | |
| Assumptions of Linear Regression | |
| 500 Cards | |
| Month Over Month | |
| Duplicate Rows | |
| Top 5 Turnover Risk | |
| Repeated Category Purchase | |
| Maximum Profit | |
| Over-Budget Projects | |
| P-value to a Layman | |
| Normal Distribution Sample | |
| Encoding Categorical Features |
Synthesized from candidate reports. Individual experiences may vary.
Candidates report an opening phone call with HR or a recruiter lasting about 15 to 30 minutes. One Data Analyst candidate described it as relaxed, focused on role requirements, company background and experience. Another candidate was asked about sponsorship status and the KPIs they had tracked in past roles.
Two candidates describe meeting a manager in person. One met a direct manager and a senior manager and discussed multitasking, with specific examples of juggling competing priorities. The other met a local hiring manager and was asked about their biggest achievement, their background and why they wanted CBRE.
One Analyst candidate reported a second, virtual round with another team member. It focused on handling tight deadlines without cutting corners on quality. That candidate also noted a gap in communication afterward and described a mix of behavioral questions and practical skills exercises. This round may not apply to every role or team.
