Oliver Wyman Interview Questions

No pre screening after CV screening A total of 3 rounds of interviews Case and personal experience interview by consulting members of the firm, similar in structure with that of other consultancy firms

After the CV/CL screening I was invited to a case study interview round, consisting of two 30 minute interviews with senior employees (partners mainly). There were quantitative aspects to both interview and then a discussion of the next best options too

I stated the process in July 2021. Unlike other consultancies places in Milan, the process is well organised in terms of timeline, it usually ends within a time lapse of 1-month. However it's a pity that the HR, I guess to level up the firm's brand with respect to MBB, explicitly says "we start and close the recruitment in a month, not like the other MBB that don't really care about candidate and put them on hold for month". I appreciate that this could be the truth, as I personally went through another MBB process and it took very long, but a famous citation says "never discredit others to emerge yourself" so the HR's statement has been really unprofessional. In terms of structure the process has 2 rounds. The first has 3 interviews, 1 of which is purely motivational while the other 2 were case based. The 2 round it has 2 case based interviews with Principals. The cases itself were within average but do not rely your preparation only on cases as you can end up being asked brain teaser were you are required to know some specific formulas. From an environment point of you I personally noticed that consultants working there, especially at senior levels, are very old fashioned in terms of work-style and they seem to know only the Italian regional reality. This is confirmed by the fact that they do not really care about your profile , if you have done experiences abroad etc, but they only care that you know that 2+2=4. However the worst part came with the junior HR feedback who called me saying "You have done a disaster and to us it looked like you hadn't prepared at all". This was really shocking (also because I had done almost 100 cases and I was already holding an offer from BCG Milan and one from McK Amsterdam) and I was really surprised as this is not really the type of feedback (even if you have really performed poorly) you expect from a professional HR. It is really ridiculous to see how senior HR employees this type of people, not humble and not prepared at all. Thankfully, despite this junior HR was behaving as he was the most senior HR, he has left the company after 6-months. Hopefully leaving space to other prepared people who want to be a real professional HR. At the end, I am happy not to have received the offer and have started at BCG.

HR from Singapore contacted for Sydney role, requested for all the information, said I am a great fit and has shared CV with Partner. And never replied over email or even over phone even if lets say Partner did not like profile or some other issue

Thirty minutes of simple questions about resume and why I chose my major Actuarial science and why I wanted to be an actuary and which type of actuary i want to be and why.

I went through 2 interviews, 1 was a CV fit interview and the other was a case interview. Has a nice and interesting time with both, because the interviewers were nice and engaging.

General questions about myself, some questions about company. Then case study interview. The provide you with the link for case studies to prepare in advance. Overall not very stressful at all, although difficult

Hire view with 6 questions. Fit questions only 4 sets of interviews fit and business case - 2 with manager and 2 with partners. Each interview was 45 min. 20 min for fit and the rest for business case

The interview process was very efficient. Multiple interviews and testing were all arranged to take place in under a week (from the first to the last interview). Contract received within a week of the last interview. None of the questions around the role were challenging. Should have clocked the huge red flag that they kept on and on about diversity. I realised why when I joined.

First introductory phone call was more challenging than most other phone calls I had with other companies. Asked conceptual questions about mortgage rates. The questions about personality and background were typical interview questions but the conceptual actuarial questions were difficult and they didn’t provide much feedback to your answers to explain if you were right or wrong and why.