Energy transfer Business Analyst interview typically runs 4 rounds: three phone interviews with the hiring manager, then one on-site interview. The process takes nearly 3 months and is marked by long gaps in follow-up.
$83K
Avg. Base Comp
$135K
Avg. Total Comp
4
Typical Rounds
3 months
Process Length
Our candidates report that Energy Transfer cares less about polished, rehearsed answers and more about whether you can walk through a problem logically when given little context. One recurring theme is the hiring manager’s preference for open-ended problem solving: candidates were asked to approach a specific issue on the spot, and the strongest impression came from showing structure, not speed. For a Business Analyst role, that usually signals a practical mindset — someone who can translate ambiguity into a workable plan and explain the tradeoffs without getting flustered.
We’ve also seen that the company seems to use the interview to test whether you can hold your own with a mix of stakeholders. Candidates described conversations with the hiring manager, leadership, and IT that felt more like a working session than a scripted screen. That combination suggests they’re looking for people who can connect business needs to technical teams and stay grounded in the details of their own experience. The best responses, based on these accounts, are the ones that sound specific and operational rather than overly broad.
A less flattering but important pattern is the communication style after the interviews. Multiple candidates have mentioned long silences and delayed follow-up, even after what felt like a positive conversation. That doesn’t change the evaluation criteria, but it does tell us something about the process: Energy Transfer may be fairly traditional and relationship-driven internally, yet externally it can feel slow and opaque. Candidates who do well here tend to be patient, precise, and comfortable with a process that rewards clarity more than polish.
Synthetized from 1 candidates reports by our editorial team.
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Real interview reports from people who went through the Energy transfer process.
Over the course of nearly 3 months, I went through three phone interviews with the hiring manager, each lasting about 30 to 60 minutes. Those calls were a mix of behavioral questions and problem-solving, and the one question that stood out most was being asked, without any prior context, how I would approach solving a specific problem. It was less about having the perfect answer on the spot and more about showing a clear thought process. After that, I had one on-site interview that lasted four hours. I met again with the original hiring manager, their boss, who was a Director, and then a panel of people from the IT department. That part was a combination of questions about my background and experience, along with more conversational back-and-forth with the team. Overall, I felt pretty confident coming out of it because the discussions seemed to go well and the atmosphere was fairly normal and professional during the interviews themselves.
What was frustrating was the follow-up. I checked in a week after the on-site to ask for any updates, and then heard nothing for about two months. Eventually the hiring manager reached out and asked to set up a phone call, so I sent my availability and followed up again a week later, but there was still no response. I completely understand not getting selected, but the lack of communication was disappointing, especially since I had been referred by a current employee. The process itself was straightforward enough, but the long gaps and silence afterward left a bad impression.
Prep tip from this candidate
Be ready to walk through your problem-solving approach out loud from scratch, since they asked for that without giving any prior context. Also expect a long, multi-round process with both the hiring manager and an IT panel, so prepare to discuss your background clearly and consistently across several conversations.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Energy transfer
Select the 2nd highest salary in the engineering department
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Synthesized from candidate reports. Individual experiences may vary.
The process started with a phone interview with the hiring manager. This round focused on a mix of behavioral questions and problem-solving, including at least one open-ended question where the candidate had to explain how they would approach a specific problem without much context.
There were two additional phone interviews with the same hiring manager over the course of nearly three months. These calls continued to mix behavioral discussion with problem-solving and seemed designed to further assess the candidate's thought process and fit.
The final stage was an on-site interview lasting about four hours. The candidate met again with the hiring manager, the hiring manager's boss (a Director), and a panel from the IT department, with questions covering background, experience, and conversational back-and-forth with the team.