I applied and received a call back after a long time. First came the phone interview, basic questions about background. Not hard at all. Second interview was a video conference with the hiring manager based in CA. A LOT of details about the position, company, roles that you'll be playing, etc. A lot of explanations with the billing, modeling techniques, etc. Third interview was with Director; Absolutely horrible. Kept interrupting every time i was answering her question. Very rude. Glad I don't have to work for her or her dept. That's for sure.

The interview for the Financial Management Associate(FMA) role was conducted by two FMA Managers (Kristen and Daniel). They both shared that they started their careers in the FMA role before moving up to management positions. The interview structure covered introductions, specific questions addressing both technical and soft skills, and time for the candidate to ask questions at the end. Interview Format and Focus The managers oversee a large, diverse team of approximately 45 FMAs across the country. They noted that the FMA role is highly balanced, requiring approximately 50% technical skills and 50% relationship building and influencing abilities. The discussion focused heavily on these two core areas: 1. Relationship Management and Behavioral Skills Interviewers sought specific examples and strategies related to communication and stakeholder interaction. *Stakeholder Influence: Candidates were asked to describe a time they had to influence a stakeholder (in a prior role or schooling) to adopt a financial or strategic direction. *Relationship Building Strategy: Questions covered how the candidate would go about building strong relationships with stakeholders, primarily the partners they would support, within the first 6 to 12 months. * Prioritization: Given the volume of requests from multiple partners and teams, candidates were asked how they would prioritize work when faced with multiple requests and tight deadlines. * Career Goals: The managers asked the candidate where they envisioned the role taking them in three years and five years down the road. 2. Technical and Role-Specific Skills Technical competence and professional fit were assessed through practical questions: *Excel Experience: Candidates were asked to provide a brief (approximately 30-second), high-level overview of their experience with Excel. This is relevant as the FMA role utilizes Excel for reporting and analysis. *Personal Fit: The interview included questions aimed at understanding the candidate outside of work, such as what they enjoy doing to wind down or separate professional and personal life, and what they are most proud of.