EY.

Strengths based interviews focus on what you naturally enjoy and excel at, rather than just past achievements. Questions like 'What activities make you lose track of time?' or 'What do you find energizing about solving problems?' aim to assess fit between your natural tendencies and the role. Preparation means honest self reflection about what genuinely motivates you. EY uses this approach because research shows people perform best when working from their strengths.

EY is often perceived as the most collaborative and inclusive of the Big Four, with a strong emphasis on its purpose statement and building diverse teams. The firm has invested heavily in technology innovation and sustainability consulting. EY's culture tends to be slightly less hierarchical than PwC or Deloitte, with more emphasis on informal mentoring. Work life balance varies by service line but EY has been proactive about flexibility and wellbeing initiatives.

While not always mandatory, submitting a cover letter for EY applications can strengthen your candidacy. A concise, role specific cover letter that connects your experience to the job requirements shows genuine interest and can differentiate you from other applicants.

Salaries at EY vary widely depending on the role, level, and location. Most positions offer competitive compensation packages that include base salary, bonuses, and equity. Research specific role compensation on Orbyt's salary explorer for detailed data.

EY typically provides feedback within 1 to 2 weeks after final interviews, though timelines can vary. If you have not heard back, it is appropriate to follow up with your recruiter after 5 business days. Orbyt can help you track follow up timing automatically.

The EY hiring process typically takes 2 to 6 weeks from initial application to offer. Timelines vary by role and team. Some positions move faster while senior or specialized roles may take longer due to additional rounds or committee reviews.

Most EY roles involve 3 to 5 interview rounds. This usually includes a recruiter call, a phone or video technical screen, and 2 to 3 on site or virtual loop interviews with the hiring team.

EY interviews typically blend both behavioral and technical elements. Most loops include at least one behavioral round focusing on past experiences and one technical round assessing domain skills. The exact split depends on the role, team, and seniority level.