CoStar Group Research Associate Interview Questions
& Process

It was a super long interview process, spanning 4 stages over approximately 2 months. The panel interview alone was 6 hours long! Unfortunately, one panelist didn't make it, so they added another interview stage. Because it took so long, I actually found a better job and had to decline their offer after we finally got to that point.

Great businesses are built on people. People who not only have the right skills and experience, but who have the potential to do great things in the role, the team and in the company. However, screening candidates for potential is the toughest part of an interview. Oftentimes you assess someone’s potential by looking at their soft skills and unique perspectives. Yet in a 30 minute conversation, it’s really difficult to fully understand the person behind the profile. The good news is that behavioral interview questions are a proven way to reveal a person’s potential, specifically their ability to adapt, grow, collaborate, prioritize, lead, and strengthen company culture. By looking at their past behavior as well as their skills and experience, you’ll instinctively know

Applied online, got contacted in a few days, had a couple phone convos/emails, then an in person interview about a week or two later where I met with a few different people. They dodged questions about career advancement, which I found concerning, but maybe that's just me. They kept emphasizing how competitive and score-driven the role is, but the criteria seemed to be solely based on the number of phone calls made and whether I followed the script. It felt like they were more interested in my potential to be a "power player" making hundreds of calls daily than anything else I had to say.