The interviewing process started out with a third party recruiter soliciting my interest in an opportunity at Accenture. Next, was two rounds of phone interviews with two different HR recruiters. These interviews focused solely on my resume, with the second interview being very redundant. I had a skills/fit interview with a Senior Manager. She talked more than I did. The interview went all over the place and seemed unstructured. Then she started blabbing on and on about how historically, experienced hires from industry have a hard time acclimating to Accenture culture, lack of work/life balance and intense job demands; after that, I knew that I would not be selected to move forward and they must have had candidates with consulting experience in the pipeline. I received an email the next day confirming this suspicion. If I would have made it past this point, I would have gone on to the "closing interview" where the job offer is made. With that said, Accenture's interviewing process is extremely inefficient, unstructured and lengthy. While no one like being turned down; I was able to quickly see being turned down by Accenture as a blessing at this point. As an experienced candidate with industry experience at the director level, I questioned why I would want to work for such a culturally inflexible organization that is not actively trying to make the on-boarding process better for experienced hires and retain talent with work/life balance programs. It seems that Accenture is missing out on a great opportunity to attract, hire and retain talent with real experience in the industries it professes to have leadership in.

1 round with HR, 3 rounds of case studies (1 principal, 2 Managing directors). Themes of case studies are exactly related to the PiP type projects and situations and are sourced from direct experience of each interviewer