Business Talent Group Interview Questions
& Process

I had a phone call with seven people before they invited me for an in-person interview. Many of the interviewers seemed to be doing other things during our chats and weren't super focused. They all asked the same basic stuff (like why you're interested in this job, what you know about us, what business news you follow, etc.). The recruiter was nice, but there were long waits between getting interview dates set up. I did get an offer and took it, but the interview process didn't really show what the company is like.

I had 3 phone interviews with different execs and heads of the Client Services program. They were all really nice and friendly. They wanted to find out your strengths, not your weaknesses, which made me feel more relaxed and able to give thoughtful answers and ask my own questions. They were also clear about what would happen next and quick to schedule my next interviews. Then I went to the Austin office and met with 2 senior associates who had been out of school for a few years. They were also very relaxed and friendly. I liked that I spoke with a variety of employees, giving me a good sense of what associates do day-to-day and how it fits into the company's goals. The phone interviews happened in less than a week, and we scheduled the office visit for the next Friday. This all happened during finals week, and they were very understanding about scheduling. I got an offer by the middle of the following week after the office visit.

I first met them at a career fair and did an initial phone screening. After a lot of email exchanges, I had two more interviews, one with a Principal and another with the VP. They were really interested and invited me for an in-person interview at their Austin office where I met two Associates and a Principal. My overall impression of BTG is that they are a very new company (around 80 employees in the US) and their recruiting process isn't well-defined. Some parts felt a bit unprofessional, like the recruiter's emails having many typos. About a week later, I got an email saying they weren't moving forward with my application. It was strange to be declined after a month of interaction, especially with a very generic and impersonal email. If you want to grow with a company, BTG isn't it; they seem to hire college grads for about two years and then lay them off.

The interview process for this high-profile contract PMO role with a biotech client felt rushed and disorganized from the beginning. I was initially told interviews would be the following week, so I cleared my schedule, but then I was pressured into a last-minute Friday interview instead. It seemed like they didn't respect my availability or preparation time. It also became apparent that the hiring manager already had most of the team in mind, consisting of consultants he had worked with before, all sourced from the same firm. I was the only candidate without prior ties, and the interview reflected this with flat, scripted questions and little real engagement. This process was frustrating due to favoritism, wasted time, and a lack of consideration for candidates' schedules. External candidates without prior connections might just be used to fulfill a requirement rather than being seriously considered.