Publicis Groupe Business Analyst interviews, as candidates describe them, usually start with an HR or recruiter screen and lean toward fit, background and working style. One candidate also reports an aptitude test.
$88K
Avg. Base Comp
$100K
Avg. Total Comp
3-4 rounds
Typical Rounds
Not reported
Process Length
Candidates describe the Publicis Groupe Business Analyst interview as conversational and centered on fit and background rather than heavy technical exercises. Reports differ on the exact path, so prepare for a few possible formats instead of one fixed sequence.
One candidate describes a recruiter email, an initial screen, a hiring-manager interview and a team conversation. Another reports an HR call, a general reasoning aptitude test, then one to two online interviews with an ACD and an ECD. A third describes a final leadership conversation, preceded by guidance on how to position their experience for the team.
The questions reported are mostly behavioral. They include walking through your career trajectory and advertising-market exposure, your favorite work, what you want to achieve at Publicis, and how you work day to day. One candidate used the STAR method to describe past responsibilities and was asked how their technical skills would help the department. Another was asked about salary expectations.
Technical probing looks light. One candidate was asked to explain a favorite Excel function and give a view on AI. Another, who did not advance past the HR screen, felt the questions tested for foundational analytical skills, so have concrete analytical project examples ready.
Outcomes vary. Two candidates report offers, and one of them accepted. A third got a verbal offer that was later withdrawn when an internal candidate was chosen, so confirm written details before making plans.
Synthesized from 4 candidate reports by our editorial team.
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Synthesized from candidate reports. Individual experiences may vary.
Candidates describe the process opening with recruiter or HR contact: an email in one report, a call from the HR team that explained the role in another. One HR phone screen covered a resume walkthrough, motivation for joining the industry, and technical skills. That candidate did not advance to a second round.
One candidate took an aptitude test after the HR call and described it as standard general reasoning and problem-solving. The other reports do not mention a test, so treat it as a possibility rather than a guaranteed step in every process or team.
One candidate met a hiring manager and then the team, and was asked about a favorite Excel function and views on AI. Another had one to two online interviews with an ACD and an ECD about favorite work, goals at Publicis, past responsibilities (answered with STAR), and how technical skills would help the department.
A third candidate had a final leadership conversation, after receiving guidance on how to position their experience around what the team valued. Their interviews covered career trajectory, advertising-market exposure, academic background, day-to-day methodology and collaboration, and salary expectations. They accepted an offer.
Two candidates report receiving offers, and one describes regular updates throughout the process. Another received a verbal offer with a start date that was later withdrawn because an internal candidate was selected, so confirming written offer details before making plans may be sensible.
