BNY Manager Interview Questions
& Process

I applied in January and heard back two months later. The interview process was good, and everyone was really nice. I actually interviewed with a few people who went to the same school as me. Overall, it felt pretty easy.

I went through three interview rounds, and then there was silence for two months. After those two months, HR contacted me to schedule a final round with someone from the US. Following the meeting with the US Manager, I was informed the next day that I had passed all stages, and they collected my salary details for the offer. The day after that, HR called again, stating I had to meet with more senior onshore managers. After meeting with two additional senior managers, I was informed that the position was put on hold because they no longer had a need for it. They felt like my time was wasted and didn't apologize for the poor interview process, leading to a horrible experience.

I got a call from a top consultancy and after the initial discussion, I had a telephonic chat scheduled with HR for the next day. However, due to a technical glitch, it was rescheduled. The HR call happened on the third day, and it was a polite discussion about my experience, expectations, and location preference. Then, after about 10-12 days, I got an update about the next round with the Onshore team, which I cleared. I was told I had cleared the major discussions and more rounds were pending. About a week later, I was informed about another onshore round, which I also cleared. The subsequent round was with the India Head of the project, scheduled after 15 days of follow-ups. After clearing this 4th round, I was asked to complete 3 skill tests, which I submitted. Two weeks later, I received a one-line email stating my skills didn't match the requirements. This experience makes me question the process, as it took them two months to reach this conclusion after five rounds and significant time investment. It seems either the team lacked clarity on requirements or the hiring team lacked the capability to assess candidates properly. Recruiters should ensure they have the bandwidth before scheduling candidates and provide more transparent feedback, possibly by the first or second round if a candidate isn't meeting expectations.