Getting a job at EY, a member of the Big Four professional services organizations, is an ambition for many professionals and new graduates. The firm offers careers across Assurance, Tax, Consulting, and Strategy & Transactions, making it a highly attractive destination for diverse talent. Securing a role requires navigating a rigorous and competitive recruitment process designed to select individuals who can contribute to complex client work. Candidates should be prepared for a demanding journey that tests both technical knowledge and personal attributes.
Understanding the Scale of Competition
The challenge in joining the firm is rooted in its global prestige and the volume of applications it receives annually. EY’s standing as a Big Four organization makes it a magnet for top talent worldwide, creating a competitive applicant pool. The firm handles applications numbering in the millions each year, especially for entry-level and graduate programs.
This high influx of interest results in intense selectivity. Recent estimates suggest an acceptance rate hovering around 3.5% for all applicants. For external candidates, particularly those without a direct referral, the odds are lower because a significant portion of hires come from internal recommendations or former employees returning to the firm.
The Ideal EY Candidate Profile
The firm seeks candidates who demonstrate a balance of strong academic credentials and interpersonal skills. Academic performance is often measured by a minimum GPA, with some regions or service lines expecting a score of 60% or a 7.0 CGPA or higher. While degrees in Accounting and Finance are traditionally sought, the firm increasingly recruits from STEM fields for its technology and consulting service lines.
Beyond technical and academic foundations, a successful candidate must showcase essential soft skills that align with client-facing professional services. These include effective communication, cross-functional thinking, teamwork, adaptability, and resilience. The firm looks for evidence of leadership and a continuous learning mindset, as employees are expected to navigate complex, fast-paced environments and work well across diverse, globally integrated teams.
Navigating the EY Recruitment Process
The journey to an offer follows a systematic process. The first step involves the online application, where candidates submit their credentials through the firm’s portal. Applications are often screened by Applicant Tracking Systems (ATS) to filter resumes based on keywords and minimum qualifications before a human recruiter reviews them.
Online Application and Screening
Candidates are required to create a profile and complete the application. Because of the high volume, a recruiter will only contact candidates whose qualifications match the job requirements. Applicants can only apply to a limited number of positions within a certain timeframe.
Assessment Tests
Following the application, candidates are invited to complete a series of online assessments that serve as a major cut-off point. These tests include components like numerical reasoning, verbal reasoning, and situational judgment tests. For some roles, a job simulation or written test may be included to evaluate cognitive ability, workplace behavior, and alignment with the firm’s values. These assessments can eliminate a large percentage of the applicant pool, sometimes between 50% and 80%, before the interview stage.
Interview Stages
The interview process involves one or more rounds, progressing from initial screenings to in-depth discussions. An initial phone or video screen with a recruiter validates a candidate’s skills and cultural fit. Subsequent interviews are commonly behavioral, requiring candidates to use the STAR method to describe past experiences that demonstrate desired competencies. For Consulting or Strategy roles, technical interviews or case study exercises are incorporated to test problem-solving and domain-specific knowledge. The final interview is conducted by a senior representative, such as a Partner or Senior Manager, who assesses the candidate’s motivation and overall fit for the service line and firm culture.
Final Offer and Background Check
A formal offer is extended to successful candidates who have completed all interview stages. Before the candidate joins, the firm initiates a background check and verification process. This stage includes validating academic credentials and work history to ensure all information provided throughout the application process is accurate.
Strategies for Standing Out
A proactive and targeted approach is necessary to rise above the competition. Networking with current EY employees is beneficial, as a substantial portion of experienced hires come from internal referrals. Utilizing platforms like LinkedIn to connect with staff and ask for referrals can bypass initial screening filters.
Candidates should focus on several key strategies:
- Meticulously tailor resumes to the specific service line and job description, ensuring it is concise, ideally one page for those with less than five years of experience.
- For those applying through campus recruiting, attend EY events and career fairs to meet recruiters in person and gain firsthand insights.
- Focus interview preparation on rehearsing STAR method examples.
- Research the firm’s recent news and the specific service line’s operations to demonstrate commercial awareness and clear motivation.
Factors Influencing Application Difficulty
The difficulty of securing a role varies based on several factors. The specific service line plays a large role; roles in Assurance often have a higher volume of openings, while specialized groups like Strategy & Transactions can be significantly more selective. Candidates must research the nuances of their target service line to tailor their application effectively.
Geographic location also impacts difficulty, with offices in major metropolitan hubs like New York or London typically receiving the highest number of applications and maintaining the lowest acceptance rates. Smaller or regional offices may have fewer applicants. The applicant’s level of experience creates a difference, as candidates who secure internships through campus programs have a much higher conversion rate to full-time employment than external experienced hires.