EY Business Analyst interviews usually span 4-6 rounds over roughly 2-8 weeks. The process is heavily weighted toward communication, motivation, and fit, with light-to-moderate technical depth that can include aptitude testing, a group exercise, and one or more behavioral interviews.
$82K
Avg. Base Comp
$140K
Avg. Total Comp
4-6
Typical Rounds
2-8 weeks
Process Length
Across the sixteen candidate experiences we've reviewed for EY's Business Analyst role, one pattern is impossible to ignore: the process is far more about communication, motivation, and cultural fit than technical depth. Multiple candidates who received offers described the interviews as "pleasant conversations" rather than formal grilling, and several noted that the hardest part wasn't a technical question at all — it was staying consistent and concrete across every stage. The question "why EY specifically" came up repeatedly, and candidates who gave generic consulting answers clearly struggled more than those who had a real, specific answer ready.
That said, the process isn't soft throughout. We've seen a meaningful split depending on the role's technical flavor: some candidates faced SQL basics, Python problems, and take-home process-improvement cases, while others were tested on accounting fundamentals like amortization and audit assertions. The aptitude and quantitative assessments — which appear in almost every track — caught several candidates off guard. One accepted-offer candidate specifically credited prior practice on quantitative tests as "making a real difference." The group exercise stage is another underestimated filter: at least two candidates noted that not speaking up enough during group presentations or team games was a visible weakness, even when the content was strong.
The later rounds with managers, directors, and partners tend to be behavioral and structured around STAR-style examples, but interviewers at EY have a reputation for shifting directions mid-answer or pressing on difficult situations to test composure. One candidate described being interrupted and redirected deliberately. The non-obvious thing that makes or breaks this process is the ability to sound grounded and specific — about your past work, about why EY, and about how you'd handle real situations — without over-polishing your answers into something that feels rehearsed.
Synthetized from 16 candidates reports by our editorial team.
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Real interview reports from people who went through the Ey process.
The process started with an online test that took about 1h30 and covered logic, math, English, French, and work methodology. That was followed by an in-person interview at the Paris office with the manager, which lasted about an hour. The manager round was pretty basic overall, but it was clearly meant to see how I think through everyday business situations and how I connect them to the actual BA role. After that, there were additional steps, but I didn’t get far enough to see them.
What stood out most was that the early stages were a mix of general aptitude and role fit rather than deep technical casework. In another part of the process, there was also an online test on basic and specific knowledge, then a group interview where we introduced ourselves and were given a case study tied to a real day-to-day company scenario. The questions stayed simple and practical, including a short personal introduction, a curiosity or experience question, and discussion of live scenarios from the job routine. HR also asked about employee benefits, current offer status, work authorization, and salary expectations. Overall it felt straightforward, but the group case and the emphasis on explaining how you’d handle real situations made it important to be clear and concrete rather than overly theoretical. I didn’t receive an offer, so my main takeaway is to be ready for basic aptitude testing, a practical case discussion, and very standard HR screening questions.
Prep tip from this candidate
Practice the kind of 1h30 screening test they used here: logic, math, English, French, and basic work-method questions. Also be ready to explain live business scenarios in simple terms and to walk through a short case study tied to everyday company work.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Ey
Select the 2nd highest salary in the engineering department
| Question | |
|---|---|
| Hurdles In Data Projects | |
| Sort Strings | |
| Forecasting New Year Revenue | |
| Classification and Regression | |
| Stakeholder Communication | |
| Simple Explanations | |
| Why Do You Want to Work With Us | |
| Your Strengths and Weaknesses | |
| Linear vs Logistic Regression | |
| Bagging vs Boosting | |
| Assumptions of Linear Regression | |
| Cyclic Detection | |
| Precision and Recall | |
| Using R Squared | |
| Multicollinearity in Regression | |
| Slow SQL Query | |
| Late Deliveries | |
| Swap Variables | |
| String Palindromes | |
| Impossibly Iterative Fibonacci | |
| Merchant Acquisition | |
| Data Cleaning Experiences | |
| Electricity Supply | |
| User Journey Analysis | |
| Empty Neighborhoods | |
| Customer Orders | |
| Cumulative Distribution | |
| Rolling Bank Transactions | |
| Comments Histogram |
Synthesized from candidate reports. Individual experiences may vary.
Candidates typically start with one or more online tests that may cover numerical, logical, and verbal reasoning, plus English or communication checks. Depending on the track, there can also be situational judgment, personality-style items, or a role-specific technical section.
An initial call with HR or a recruiter usually reviews the CV, confirms interest in EY, and checks practical details such as work authorization, relocation flexibility, and salary expectations. This stage is conversational and mainly screens for basic fit and motivation.
Some candidates complete a short HireVue or similar video interview with one or two prompts, often centered on why they want EY and which business unit they prefer. It is usually asynchronous and designed to assess clarity, confidence, and genuine interest.
Candidates may join a group discussion, case exercise, team game, or structured activity such as the Maxit game. Assessors look for collaboration, active participation, communication, and decision-making, so speaking up clearly matters as much as the quality of the content.
Later rounds are usually individual interviews with a manager and, in some cases, a senior manager or director. These conversations focus on CV walkthroughs, STAR-style behavioral examples, role-relevant basics such as accounting, SQL, or audit concepts, and occasional case or scenario discussion.
The final round is often a shorter conversation with a partner that is mostly behavioral and fit-focused. Expect questions about handling difficult situations, why EY specifically, and overall cultural alignment, with the partner using the discussion as a final check before a decision.