1) Video Interview (quite an impersonal approach to recruiting. Interviews should be a two way process where the candidate should also understand whether the company is a right fit for them). 2) Talent Selection Event You are first tasked with a group exercise. You are given around 30 minutes to read through the documents and discuss this with your team (with an assessor observing). You are then asked to present this to 2 Capgemini assessors in a client facing role play. You are then tasked with producing an excel "model", essentially showing some insight into a dataset you are provided. It sounds straight forward but unfortunately at no point is there any attempt to discuss your skills and experience. The assessor in the group exercise preparation stage was not paying attention and their feedback did not accurately reflect the performances contributed by all members within the task. The presentation it self is not really a presentation but a weird role play into what they think a client meeting represents. Clearly they assume their clients are all rude and obnoxious as they do not want to hear your actual suggestions but throw you a curveball and see how you react on the spot. If you don't have specific knowledge of their area of expertise then you will be marked negatively even though it has nothing to do with the role you are applying for. You must be selfish at this stage and ensure you take the credit for all the ideas you came up, as they will assume whoever mentioned a certain idea had actually come up with it (sacrificing team collaboration). The excel exercise was a waste of time, which even the interviewer seemed to agree on. After talking to her, it became apparent that the job spec was not reflective of the actual role. There was little attempt to find out more about your CV and prior experience which is disappointing. The recruitment process is more appropriate to grad level rather than experienced hires. I would not recommend this firm.