Macquarie Group Business Analyst interview typically runs 2-4 rounds: HR screening, hiring manager/executive interview, and sometimes psychometric assessment/final executive round. It usually takes days to weeks and is notably structured and strict on scheduling.
$108K
Avg. Base Comp
$132K
Avg. Total Comp
3-5
Typical Rounds
2-4 weeks
Process Length
We’ve seen Macquarie evaluate Business Analyst candidates with a level of precision that goes beyond a typical finance screening. Multiple candidates reported that the conversation quickly moved from background into scenario-based judgment, with interviewers pressing on how they handle competing deadlines, stakeholder influence, and audit-style edge cases. One candidate was even asked how they would respond to an active AWS user whose Active Directory access had been deactivated, which tells us the bar is less about memorized theory and more about whether you can reason through control, risk, and business impact in real time.
A recurring theme is that Macquarie wants a very clear story for why Macquarie and why this role. Candidates repeatedly mentioned those motivations coming up, alongside detailed resume probing and questions about strengths, weaknesses, and mentoring junior colleagues. That combination suggests they are looking for analysts who can operate credibly with both business partners and more senior stakeholders, not just someone who can describe past work. We also noticed that one candidate’s experience turned on responsiveness to scheduling, which is a small but telling signal: this process seems to reward candidates who are organized, prompt, and easy to work with from the first touchpoint.
The strongest candidates in this process appear to be the ones who can connect their prior experience to practical decision-making in finance and controls. Our candidates report that the interviews feel serious and structured, and the people who do best are the ones who can speak concretely about how they’ve used data, influenced others, and handled ambiguity without sounding rehearsed.
Synthesized from 2 candidate reports by our editorial team.
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Real interview reports from people who went through the Macquarie Group process.
I went through a pretty straightforward process for a Financial Analyst role at Macquarie Group. It started with a quick HR screening, and about a week later I met the team in China for the next round. The role was described as hybrid between Beijing and Hong Kong, so they spent some time checking whether I understood the regional setup and the type of work the team does. The interview itself felt more conversational than intimidating, but they still wanted to see that I had a real grasp of financial concepts and the asset class they were hiring for.
Most of the questions were centered on my background and why I was interested in Macquarie AM and real assets. They asked whether I had infrastructure experience and how I saw the market, so it was clear they cared about both motivation and market awareness. There were also some basic technical questions around how to value a warehouse and what metrics I would use, which made the interview feel tied to the actual product rather than generic finance theory. The interviewer was good and the office environment came across as solid, and the process could be online or offline depending on the team. Overall, I’d say the difficulty was moderate: not heavy on technical modeling, but you do need to be comfortable speaking about real assets, valuation basics, and your own experience in a clear way. I ended up not getting an offer, so my main takeaway is to prepare a concise story for why Macquarie and why real assets, and be ready to discuss product-specific knowledge depending on the team.
Prep tip from this candidate
Be ready to explain why Macquarie AM and real assets specifically, and practice a simple warehouse valuation discussion with the key metrics you’d use. Also prepare to talk through your past experience and how it connects to infrastructure or other real assets work.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Macquarie Group
How would you negotiate and resolve disagreements when a client rejects your proposed solution?
| Question | |
|---|---|
| Why Do You Want to Work With Us | |
| 2nd Highest Salary | |
| Empty Neighborhoods | |
| Cumulative Distribution | |
| Rolling Bank Transactions | |
| Find the Missing Number | |
| Employee Salaries | |
| Subscription Overlap | |
| Bagging vs Boosting | |
| Comments Histogram | |
| Prime to N | |
| 500 Cards | |
| Closest SAT Scores | |
| Button AB Test | |
| Top Three Salaries | |
| P-value to a Layman | |
| Hurdles In Data Projects | |
| Paired Products | |
| Google Maps Improvement | |
| Monthly Customer Report | |
| Top 3 Users | |
| Slacking Employees Salaries | |
| Experiment Validity | |
| Size of Joins | |
| Total Spent on Products | |
| Over 100 Dollars | |
| Scrambled Tickets | |
| Minimum Change | |
| Recurring Character |
Synthesized from candidate reports. Individual experiences may vary.
After applying, candidates are contacted by a recruiter/HR representative. In at least one case, the recruiter emailed the candidate to self-schedule the first interview via Outlook, and responsiveness appeared to be important.
This first conversation focuses on motivation, background, and why the candidate wants to join Macquarie. It is mostly a fit check, but candidates should be prepared to explain their experience clearly and respond quickly to scheduling requests.
Candidates meet with the hiring manager and, in some cases, an executive. This round is more detailed than a standard fit interview and includes deep review of the resume, behavioral questions, and scenario-based business analysis questions tied to the role.
Some candidates reported that the process can include a psychometric assessment. This appears to be an additional screening step before the final executive round.
A final interview with an executive may follow the earlier rounds. This stage is part of a structured multi-stage process and likely focuses on overall fit, stakeholder management, and role-specific judgment.
After the interviews, HR may follow up with a feedback call and communicate the final decision. In the experiences provided, candidates received rejection feedback after the second round.
