Una prueba de conocimientos específicos (en ingeniería, energías renovables, etc.). Resolución de casos prácticos, en los que se te da un escenario y tienes que proponer soluciones. Evaluación de habilidades técnicas utilizando software o herramientas que se usarían en el puesto.

I was contacted in September by a recruiter. Due to conflicts in my schedule, we arranged a meeting for early October. The initial call with the recruiter went well. It was a typical recruiter call, with basic questions about experience and interest in the roles available. After this, the recruiter scheduled the next interview. The next stage was a 1-on-1 interview with a manager on the team, scheduled for one week after the first interview. The interview was scheduled to be 1 hour, and ended up going about 70 minutes. This interview combined standard interview questions about my background and interest in the position along with a case study. This interview went well. I followed up with the recruiter and I moved on to the next stage of the process. The recruiter set up the next interview for two weeks later. In this round, the interview was split into two parts -- another 30-minute case study interview, followed by a 60-minute, 3-person panel interview. Once again, this interview seemed to go fairly well. I followed up after this interview, emailing the entire panel, including the recruiter, to express my interest in continuing the process. At this point, everything broke down. To date, I have not heard back from anyone at Engie Impact. Regardless of the outcome or their interest in hiring me, I feel that ghosting a prospective employee after 5-6 weeks of correspondence and 2.5-3 hours of interviews is disrespectful, especially when they initiated contact in the first place.

The process included case interviews (each 30 minutes) and behavioral interviews (one with HR, then also a part of the case interviews). The case interviews were relatively standard for management consulting, but with with a slight sustainability twist.