Phone Screen: Typical get-to-know-you questions; going over the CV, educational background, work experience, what you know about AlphaSights. (10-15 minutes) First-Round Interview: Similar to the above but now much lengthier (45 minutes) and now it's a video call on Google Hangouts with an HR employee. Very nice person overall, dives much deeper into your CV, why you chose your major, do you know about the BREAD process, what you know about AlphaSights, what do you know about the associate role, tell me about when you received constructive criticism and another when you received positive criticism. Typically, at this stage, you should have read well about the company, and there's nothing better than Glassdoor and the official website of AlphaSights. Look at EVERYTHING, read about their clients, their vision, their mission, what they value in an employee, and so on. Also, familiarize yourself with their competitors, mainly GLG and Dialectica as well as Third Bridge. Second-Round Interview: This was split into two back-to-back one-hour interviews with two managers as follows: a- Case interview (1 hour): A video call with a manager. Please note that for each interview, they send you an email telling you how to prepare; for this one, you receive three links: the first is a video for the BREAD process the second is a document explaining AlphaSights' knowledge search industry then a third link with a document about rethinking research; basically you need to go through the cases online on their website and try to think of WHY and HOW they chose those experts. Then, he sends you the case interviews on your email as seen below: The manager then starts walking you through the thinking process: what did you understand from the problem, how you broke it down, what does the client really want, how did you search for these experts, and who are these experts. Then, you need to explain why you chose those specific experts so really check their background thoroughly and experience before pitching in a name. The manager was a business major, which I'm not, so he really start asking me lots of questions which I wasn't familiar with, or had problems answering. Typically, he started assuming scenarios to add to those cases and asked me what kind of title I would be looking for in an employee to best suit the client's needs. Now that you have an advantage that I didn't have, which is the case question above, you prepare more and try to think of plausible scenarios which could be added and prepare yourself for any additional questions they might ask. b- Behavioral Interview (1 hour): Also with a video call with another manager right after the first one. This time, you go through Engage and Assess, and Delivery parts of the BREAD process. The manager will let you choose any of the experts which you had found before (doesn't matter which one) and you will roleplay in which you are the associate and the manager is the expert. So you have to "sell" AlphaSights to this expert; explain what AlphaSights is, what it does, why you need this expert and why chose him/her. Of course, the manager will try to portray the expert with a haughty attitude, so you have to be convincing and try to lower the rate that the "expert" chooses (one good point is mentioning that we need to see the quality of work of the advisor before giving this high rate,and I received positive remark when I mentioned this). Now the next part is the manager plays the role of the client, assuming you closed the deal with the expert, so you have to show the client that you're there for him/her, and that if the expert doesn't suit his/her expectations, you'd be more than happy to find more people (and I received positive remark when I mentioned this) The rest of this interview has some behavioral questions like the one with HR before, but with one additional question: "Assuming AlphaSights, and the whole industry, did not exist, what would you work as?"