The interview process was very laid back: (1) phone interview with HR, (2) two phone interviews with peers/one level above, (3) one phone interview with a partner, and (4) face-to-face office interview with a partner. EY generally uses behavioral style of interviews and the firm is about "fit" a lot more than "skills". All interviewers asked me to give me an overview of my background, what I can bring to the table, what I want from the firm/practice, why I am trying to leave my current employer, what my mgmt style is, how I generally fit into teams, etc. They were a lot more about the vision I had for my career and how it would fit in with the firm (i.e. how long was I planning to stay) than specific skills. It helped that I already have transaction experience, maybe that's why I didn't have to prove anything.

Hiring process involved three stage interviews 1. Hiring manager 2. Technical interview and case study with Director and Senior Manager 3. Partner interview Interviewers are friendly and encouraged an open discussion from the interviewee. They wanted to see the real picture of yourself wanted to access your suitability in the team.