EY software engineer candidates describe an HR or online screen, one or two technical rounds tied to their own stack and projects, and sometimes a managerial conversation. Coding is usually light.
$117K
Avg. Base Comp
$134K
Avg. Total Comp
2-4 rounds
Typical Rounds
Not reported
Process Length
EY software engineer candidates describe interviews that stay close to their own background rather than leaning on hard algorithm puzzles. The consistent thread is being able to defend every project on your resume. One candidate who later received an offer spent a 45-minute technical conversation on resume projects and SQL, explaining what they built and why.
Beyond that, the content follows the stack. One report covered Java with Spring Boot and MVC scenarios, a balanced-parentheses problem, REST APIs, AWS services such as Lambda, SQS and SNS, and clustered versus nonclustered indexes. Another covered Python and FastAPI, JWT authentication, SQL joins and indexing, live coding, clean architecture, pytest and Docker. A third involved Angular, HTTP verbs and decorators. Another listed Spring questions on dependency injection, the bean lifecycle, transactions and lazy versus eager loading, alongside DSA and core CS fundamentals.
The format varies. Reports range from an online technical step plus an HR round to an HR screen, two technical rounds and a managerial discussion. Outcomes are mixed. Some candidates received offers and others were rejected, including one automated rejection after weeks of following up.
Prepare by rehearsing a clear walkthrough of each project, reviewing the fundamentals of your main stack, and practicing explanations of your design choices out loud. It also helps to ask your recruiter what each round will cover.
Synthesized from 21 candidate reports by our editorial team.
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Real interview reports from people who went through the Ey process.
I went through EY's interview process for a Software Engineer role, and it was a multi-stage experience that felt both thorough and modern. It started with an online application and recruiter screening, which were standard. Then came the online assessments—I used HireVue, their video interviewing platform, which was surprisingly smooth and user-friendly. The app let me practice with sample questions first, which helped settle my nerves before the actual recorded responses. I appreciated that the platform gave me chances to re-record and refine my answers before submitting, taking some of the pressure off.
The technical content differed from stage to stage. I faced SQL questions focusing on joins and string operations, which required me to think through the logic carefully rather than just write code quickly. There wasn't a ton of time pressure, but I had to be precise with my explanations. The assessment center included group exercises where teamwork and communication mattered as much as technical depth. The behavioral rounds felt more conversational—the HR team asked standard questions like why I wanted the role and what drew me to the company, but they kept it relaxed and genuine rather than rigid.
What stood out was how much EY emphasized fundamentals. Whether it was SQL logic or explaining technical concepts clearly, they wanted to see strong foundational understanding rather than trick solutions. The whole process from application to final interviews probably took a few months, and I noticed they were deliberate about pacing—sometimes feedback came slowly between rounds, which made the waiting harder than the interviews themselves. Ultimately, I didn't receive an offer, but the experience felt fair and the platform modern. If I were to do it again, I'd focus more on articulating the 'why' behind my technical choices and practicing how to explain basic concepts in clear, logical terms under mild time constraints.
Prep tip from this candidate
Focus on SQL fundamentals—specifically joins and string operations—and practice explaining your logic clearly rather than rushing to a solution. The HireVue platform is intuitive, so use the practice questions to get comfortable with on-camera explanations before the recorded rounds.
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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
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| Find the First Non-Repeating Character in a String | |
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| Sort Strings | |
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| Real-Time Hashtag Partitioning | |
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| Relational Migration | |
| Why Do You Want to Work With Us | |
| Processing Large CSV | |
| Your Strengths and Weaknesses | |
| Simple Explanations | |
| Closest SAT Scores | |
| Merge Sorted Lists | |
| Rolling Bank Transactions | |
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Synthesized from candidate reports. Individual experiences may vary.
Reports open with either an online step or an HR call. One candidate began with an online technical round and another with an online coding assessment. HR conversations covered resume history and goals. One lasted 20 minutes in English as a language check, and another covered notice period, expected pay and location preference.
Technical interviews stay close to the candidate's own stack. One lasted about 45 minutes and went through resume projects and SQL in detail. Others covered Java and Spring Boot concepts; Python basics with FastAPI, JWT authentication and SQL joins and indexing; or Angular, HTTP verbs and decorators. Coding was basic, such as balanced parentheses.
Some candidates describe a second technical conversation. One covered REST APIs, AWS Lambda, SQS versus SNS, authentication and scaling. Another mixed live coding with clean architecture, pytest, Docker and CI/CD. An off-campus candidate reported two technical interviews on DSA, core CS fundamentals and projects. This round does not appear in every account.
Some candidates report a closing conversation. One managerial discussion centered on the candidate's current project, challenges, collaboration, conflict handling and delivery pressure. Another candidate had a combined HR and manager round. Outcomes varied between offers and rejections, including one automated rejection after weeks of following up.
