Getting an Interview
Getting an Interview
Interviews for Top Jobs at Credit Suisse
- Summer Analyst (69)
- IT Summer Analyst (29)
- Analyst (25)
- Investment Banking Analyst (25)
- Intern (20)
- Business Analyst (19)
- Technical Analyst (18)
- Operations Analyst (14)
- Assistant Vice President (13)
- IT Analyst (11)
- Project Manager (10)
- Financial Analyst (10)
- Vice President (9)
- Product Controller (9)
- Software Developer (7)
- Exempt Non Officer (7)
- Quantitative Analyst (7)
- Product Control (7)
- Technology Analyst (7)
- Associate (7)
- Internship (7)
- Equity Research Associate (6)
- Investment Banking Associate (5)
- ENO (5)
- Information Technology Analyst (5)
- Summer Associate (5)
- IT Assistant Vice President (4)
- Director (4)
- Operations Summer Analyst (4)
- Quantitative Associate (4)
Senior Consultant Interview
I applied through a staffing agency. The process took 2 weeks. I interviewed at Credit Suisse (New York, NY) in June 2014.
Two sets of interviews with HR, followed by two interviews with VPs and ending with an interview with a Director. Not all back to back. I needed to come back later.
- Examples of prior projects 1 Answer
Other Interview Reviews for Credit Suisse
Senior Consultant InterviewAccepted OfferPositive ExperienceEasy Interview
I applied through other source. The process took 1 day. I interviewed at Credit Suisse (New York, NY) in September 2011.
The hiring process is difficult because you need to understand technology as well as the business
- How would you rate your last boss? Answer Question
Senior Consultant InterviewAccepted OfferNeutral ExperienceAverage Interview
I applied through a recruiter. The process took 2+ weeks. I interviewed at Credit Suisse (Singapore (Singapore)) in October 2009.
Telephonic interview. One round of technical interview followed by one round of HR interview.
- I was not asked any difficult question, to be honest. Answer Question
No too much room for negotiation. Credit Suisse doesn't like people negotiating. They quote a fixed figure, irrespective of the candidate's experience or skills and then if the candidate doesn't accept the offer, they simply look at other candidates who are more likely to accept that offer.