How the EY hiring process works
EY's process for graduates and school leavers includes: an online application, psychometric tests (numerical, verbal, and situational judgement), a video interview, and a Discovery or Virtual Assessment Centre. For experienced hires, the process is typically two to three competency-based interviews with a manager and partner, plus a case study exercise for advisory and consulting roles.
EY's assessment centre, branded as the "Discovery Assessment", involves a group exercise, an individual written task, and an interview. EY places particular emphasis on the motivation interview at the assessment centre stage: they want to understand why EY, why this service line, and what you want from your career. Vague or generic answers to these questions are a significant differentiator (negatively) at this stage.
EY values and what they screen for
EY's values are: people who demonstrate integrity, respect, and teaming, who are committed to building a better working world. Their purpose statement ("Building a better working world") is more than marketing: it genuinely shapes how they hire. Questions like "how would you contribute to building a more sustainable or equitable business environment?" appear regularly in motivation interviews.
EY is also specifically focused on digital skills in 2026 following their significant investment in AI and data capabilities through EY.ai. Candidates who can discuss how technology is changing professional services, how AI affects audit quality and efficiency, or how data analytics changes the value EY delivers to clients are well positioned. You do not need to be a technologist, but showing digital awareness is increasingly expected across all service lines.
Competency questions and strong answers
"Tell me about a time you had to build relationships with people from different backgrounds." EY works with clients across every industry and geography. Strong answer: "I led a student-run project team with members from five different countries and three different degree disciplines. Early on we had communication friction: some team members preferred detailed written plans before acting, others preferred to iterate quickly. I set up a brief team agreement in our first meeting covering decision-making style and communication expectations. It removed most of the friction and we delivered a project the client used in a live product."
"Describe a situation where you had to quickly understand a complex or unfamiliar topic." Strong answer: "For a case competition, my team was given a scenario in the water infrastructure sector, which none of us had studied. I spent two hours reading the regulator's published annual report and the client's last three press releases. By the time we started building our recommendation, I was able to map the regulatory constraints that made two of our initial ideas unworkable. We narrowed to one strong recommendation and won the competition."
Technical and service-line questions
For Assurance (Audit): understand what an audit opinion means, the difference between a qualified and unqualified opinion, the role of materiality, and the basics of IFRS versus UK GAAP. EY also asks about current audit regulation developments, including the UK Audit Reform proposals and the creation of ARGA as the new regulator. For Tax: know the basics of corporate tax computation, deferred tax, and the current political environment around corporate tax rates (global minimum tax, Pillar Two). For Consulting/Advisory: understand financial modelling concepts, what transformation projects typically involve, and how EY differentiates its advisory practice from competitors.
Group exercise and partner interview tips
EY group exercises often involve a case scenario where candidates must discuss and agree on a recommendation. What assessors are looking for: clear, structured contributions (not just talking frequently), building on others' points rather than dismissing them, bringing the group back to the task when discussion drifts, and ensuring quieter participants have airtime. Taking the role of timekeeper or note-taker while also contributing substantively scores well.
The partner interview is a motivation and competency conversation, not a technical grilling. Be ready to explain your career narrative clearly: why professional services, why EY over the other Big 4, why this service line, and where you want to be in five years. Partners also probe ethical scenarios: "What would you do if a client asked you to overlook something you were uncomfortable with?" Show that you know the appropriate escalation path and would use it.