The interview process spanned two and half days of interviewing a large number of senior managers. The hire/no-hire decision was a voting process. The interview process is highly dependent on the level you are being considered for. At lower levels, the process is typically simple. A couple of hours with the project manager who is interviewing you will suffice. Once you get to Senior Associate, there is typically a Principal and the program/project manger involved. Interviewing for Principal is when things get exponentially more complex. There, multiple partners get involved. They are looking at experience, your track record of success, your understanding of the market and the clients you will serve, etc. What they are looking for is your ability to bring new business to the firm.

A recruiter reached to me on LinkedIn in regarding a new opportunity. My initial interviews with the recruiting team and the executives at Booz Allen occurred in relative quick succession. The questions were basic. They provided an overview of the role and wanted to make sure that I was a good fit. The first two rounds went relatively quickly as it was apparent there was an urgent need to the fill the role. When things started to slow down, it was clear they were leaning in another direction. The final round came several weeks after the second one. This was with other executives that were not directly involved with this position, but had a background and experience in the applicable area. They wanted to get a consensus from the group on who they wanted to hire. They ended up going with another candidate. The only reason given was they felt the other person was a better fit. Everyone was professional and the recruiters were responsive to my follow-up inquiries.