Epic Business Analyst interview typically runs 3 rounds: online assessment, screening call, phone interview. The process is assessment-heavy and can take several weeks.
$91K
Avg. Base Comp
$92K
Avg. Total Comp
4-5
Typical Rounds
2-4 weeks
Process Length
Our candidates report that Epic cares less about polished salesmanship and more about whether you can reason clearly through messy, practical problems. The long assessment upfront sets that tone immediately: it’s not just one aptitude check, but a mix of analytical, personality, and IQ-style testing that feels designed to see how you sustain focus and consistency under pressure. That same pattern carries into the live conversations, where the interviewer asked about workflow improvements, ambiguity, and how candidates think through a problem rather than simply whether they know the “right” answer.
A recurring theme is Epic’s use of oddball prompts like “Why are manhole covers round?” and “If you were a road sign, what would you be and why?” We’ve seen these questions trip up candidates who over-prepare for a standard behavioral script. What seems to matter is not the novelty itself, but whether you can explain your logic out loud without getting flustered. Multiple candidates also noted that the tone stayed warm and conversational, with a strong emphasis on background, relevant projects, and motivation for Epic. In practice, that means the strongest candidates are the ones who can connect their experience to process improvement and healthcare impact in a way that feels concrete, not rehearsed.
Synthesized from 1 candidate report by our editorial team.
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Real interview reports from people who went through the Epic process.
They got back to me a day later and asked me to schedule a phone interview, which I actually missed at first because I didn’t account for the time difference. That was completely on me, but luckily they reached back out and let me reschedule. The phone call itself was pretty standard and I spoke with someone from the Division Operations team. Most of the conversation was about my background, my academic projects, and why I was interested in the Division Operations/Data Analyst role. They also asked the usual forward-looking questions like where I see myself in five years and what my career goals are. One thing that stood out was that the interviewer’s responses felt very scripted, almost like they were reading from an AI-generated prompt, which made the whole thing feel a little impersonal. They also seemed surprised that I was hesitant about relocating and pressed me on why I was on the fence.
After that, I took the Rembrandt assessment, which felt random to me, and then the Skills Assessment, which was honestly the hardest part. I didn’t expect programming questions for this kind of role, but they were there and those were what stumped me the most. The assessment required installing a lockdown browser, and I believe some sections were timed, so it felt pretty controlled and a bit stressful. Overall, the process was straightforward on the surface but more demanding than I expected once the assessments started. I didn’t get an offer, so my main takeaway is to be ready for both the behavioral side and some technical/programming questions, even for a business operations role.
Prep tip from this candidate
Be ready to explain your favorite project, your interest in Division Operations/Data Analyst work, and your five-year/career goals without sounding generic. Also, don’t assume the skills assessment will be purely business-focused — practice for unexpected programming questions under timed, lockdown-browser conditions.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Epic
Given an integer N, write a function that returns all of the prime numbers up to N
| Question | |
|---|---|
| Experiment Validity | |
| Hurdles In Data Projects | |
| String Palindromes | |
| Deciding Between Solutions | |
| Search Timeout | |
| Testing Constraints | |
| Marketing Workflow Optimization | |
| Client Solution Pushback | |
| Two Cars | |
| Why Do You Want to Work With Us | |
| Your Strengths and Weaknesses | |
| 2nd Highest Salary | |
| Button AB Test | |
| Top Three Salaries | |
| Top 3 Users | |
| Bagging vs Boosting | |
| Size of Joins | |
| P-value to a Layman | |
| Sort Strings | |
| Precision and Recall | |
| Network Experiment Design | |
| Target Indices | |
| Detecting ECG Tachycardia Runs | |
| Declining Applicants | |
| Implementing the Fibonacci Sequence in Three Different Methods | |
| Swap Variables | |
| Success Measurement | |
| Multicollinearity in Regression | |
| Customer Success vs. Free Trial |
Synthesized from candidate reports. Individual experiences may vary.
Candidates submit a resume through Epic’s website and typically hear back quickly if selected to continue. The process starts with an early screening of background and fit before any live interviews.
Epic sends a fairly long assessment that feels more like a test session than a quick screen. It includes aptitude-style sections covering IQ, personality, and analytical thinking, and candidates should expect to need sustained focus.
After the assessment, candidates have an initial screening call before moving to the phone interview. The experience suggests this is a preliminary check to confirm interest and basic qualifications.
This round is conducted by phone without video and is mostly behavioral and experience-based. Interviewers ask candidates to walk through their background, relevant projects, interest in the role, why they want to work at Epic, and situational questions about problem-solving and workflow improvement.
Candidates then meet with the potential manager and future teammates. This round stays behavioral in tone and continues to focus on how the candidate thinks through ambiguity, improves processes, and explains their reasoning out loud.