Marsh McLennan runs four visibly different loops under one roof. Oliver Wyman, the strategy-consulting arm, is a classic case-interview firm: an online quantitative/situational assessment, then two rounds mixing fit interviews with two to four cases, often with a financial-services or insurance flavour and noticeably heavy mental math. Mercer, Marsh and Guy Carpenter run a much lighter, behaviour-led process: a one-way HireVue recording, then a 'super day' or panel of three to four short 1-on-1 conversations with brokers, consultants or managers, with STAR answers and a well-researched 'why Marsh / why Mercer' doing most of the work. UK and European graduate hiring adds an assessment-centre layer with a group exercise and a short presentation.
These 41 writeups cover management consulting, actuarial, insurance broking and other roles, US-heavy, UK/EU strong second. All of them were posted under a forum handle, so we could not verify the authors’ identities.
1Online assessmentOnline assessmentA short timed test after the resume drop, split into a quantitative section and a situational/behavioural section.Covered: Aptitude, Situational judgement
2Back-to-back fit and caseCase studyTwo 30-minute interviews run consecutively: a standard fit conversation, then a straightforward case such as a profitability or market-entry problem.Covered: Case study, Behavioral
3Final roundFinalHeld the following week: two more cases plus one fit interview, all conducted by principal-level interviewers or above.Covered: Case study, Behavioral
1Two cases with junior consultantsCase studyCampus-recruiting first round of two case interviews with junior consultants. Moderate difficulty with some arithmetic and no market-sizing or trick questions.Covered: Case study, Behavioral
2Two cases with principals or partnersFinalA second pair of cases with principals or partners, plus conventional fit questions on motivation, interests outside work and a couple of projects explained concisely.Covered: Case study, Behavioral, Past projects
1Campus math testOnline assessmentAn Oliver Wyman-specific maths test taken after the CV and cover letter. Deliberately long so that finishing every question is not expected, and it cuts the field to roughly thirty per campus.Covered: Aptitude
2Two short case interviewsCase studyTwo roughly 20-minute interviews with analyst- to associate-level consultants, spent entirely on cases with essentially no small talk.Covered: Case study
3Final dayFinalFour 45-minute interviews, three cases and one resume-based, with interviewers from associate consultant up to partner. Candidates were flown in the night before for dinner with the team and heard the outcome the same day.Covered: Case study, Resume deep-dive
11-on-1 casesCase studySeveral one-on-one case interviews in the first round.Covered: Case study
2Cases plus panel presentationPresentationMore one-on-one cases plus one presentation-format case delivered to a panel of judges.Covered: Case study, Presentation
1Two interviewsCase studyTwo interviews split roughly evenly between fit and casing.Covered: Case study, Behavioral
2Three interviewsFinalThree more interviews with the same fit-and-case mix. Case difficulty ranged from very easy to genuinely hard, and interviewers came across as relaxed and conversational.Covered: Case study, Behavioral
1Phone pre-checkPhone screenA short screening call before being invited to the assessment day.Covered: Behavioral
2Interview dayCase studyAn in-person day of three 30-minute case studies. The candidate flagged the quantitative demand as high.Covered: Case study, Aptitude
1Digital assessmentOnline assessmentAn online assessment sent shortly after the application.Covered: Aptitude
2Final roundFinalTwo back-to-back 30-minute interviews, one behavioural and one case, straight after the assessment with no intermediate round.Covered: Behavioral, Case study
1Behavioral plus caseCase studyA two-part first round. The candidate noted the case was unusually unstructured compared with other firms' formats.Covered: Behavioral, Case study
1Phone screenPhone screenA high-level call focused on the candidate's prior actuarial experience.Covered: Resume deep-dive, Domain knowledge
2Case and fitCase studyA one-on-one combining a conventional behavioural interview with a basic but fast-moving case set in the insurance business.Covered: Case study, Behavioral
Analyst, Integrated Consulting Group (Oliver Wyman)
1Round 1 and 2: Case roundsCase studyA standard on-campus pipeline with two rounds of cases. The candidate was cut and noted the cases leaned on logic puzzles and more real business knowledge than expected.Covered: Case study, Puzzles, Domain knowledge
1Unstructured quantitative discussionTechnicalThe candidate described the FS interviews as unlike a conventional case: loosely structured conversations about quantitative topics rather than a scripted case format, which they felt could not really be crammed for.Covered: Aptitude, Domain knowledge
1Online quantitative testOnline assessmentA demanding online quant test spanning algebra through probability, which the poster rated hard but survivable with preparation.Covered: Aptitude
2Phone caseCase studyA 30-minute case interview conducted over the phone for the General Management Consulting practice. The candidate did not advance.Covered: Case study
1Online assessmentOnline assessmentAfter the application (and a RARE contextual-recruitment questionnaire), an online assessment combining competency and behavioural questions with an untimed but time-tracked numerical section, returning a strengths-and-weaknesses report to the candidate.Covered: Aptitude, Behavioral
1HireVue video interviewPhone screenA recorded HireVue for the Mercer graduate analyst route, sent by Marsh & McLennan's UK recruitment team, in which the candidate was asked to talk about what they knew about Marsh & McLennan rather than only about Mercer.Covered: Behavioral, Domain knowledge
2Online testsOnline assessmentOnline testing follows the video stage.Covered: Aptitude
1HireVuePhone screenA recorded interview within a day or two of applying, opening with a question asking the candidate to explain in their own words what the firm does, then several behavioural and situational prompts.Covered: Behavioral, Domain knowledge
2Virtual interview eventPanelA group Zoom session that split candidates into four consecutive 30-minute breakout rooms, each with a single interviewer asking behavioural questions in a deliberately conversational style. Decision came about a week later.Covered: Behavioral, STAR stories
1HR phone interviewPhone screenA personality-led call from an HR representative about handling setbacks and tight deadlines.Covered: Behavioral, STAR stories
2Two-interviewer ZoomPanelA video interview with one actuarial and one investments employee covering coursework and projects. The candidate described it as only as technical as they chose to make it, plus questions on interest in Mercer's wealth business.Covered: Past projects, Domain knowledge
1Assessment centreAssessment centreA 15-minute group discussion on a set question, then solo preparation and delivery of a short presentation to an assessor drawing on that discussion, informal time with current analysts, and finally a one-on-one behavioural interview with a manager covering things like delegating.Covered: Case study, Presentation, Behavioral
1HR phone screenPhone screenA 20 to 30 minute screening call with HR.Covered: Resume deep-dive
2Rounds 2-4: Video interviews with senior associatesTechnicalThree further video interviews with senior associates split by client segment, covering defined-contribution and defined-benefit books of business.Covered: Domain knowledge, Behavioral
Senior health and benefits consulting analyst (Mercer)
1Recruiter phone screenPhone screenA recruiter screen a week or two after a cold online application.Covered: Resume deep-dive
2Three team interviewsPanelThree separate Zoom interviews with different team members mixing light technical and behavioural questions, with no case study, estimation or written test.Covered: Behavioral, Domain knowledge
1First-stage interviewPhone screenAn initial screening stage before the final round.Covered: Behavioral
2Final round with pre-sent caseCase studyThree interviews with more senior associates built around a case the candidate received in advance and then answered questions on.Covered: Case study, Presentation
1HireVuePhone screenOne or two recorded HireVue interviews of roughly six questions each, taking 20 to 30 minutes.Covered: Behavioral
2Final roundFinalA final interview offered either on Zoom or in person, which the candidate described as relaxed and conversational despite the eventual rejection.Covered: Behavioral
1One-way video interviewPhone screenA recorded interview of roughly three to five questions after the online application, focused on why Marsh, why risk management, and some STAR-style prompts.Covered: Behavioral, STAR stories
2Super dayPanelTwo to four weeks later, three 30-minute conversations with brokers ranging from recent TRAC graduates to senior brokers with decades of experience, covering background, why Marsh, what Marsh actually does, and previous internships.Covered: Behavioral, Domain knowledge
1Behavioral assessmentOnline assessmentA Pearson VUE behavioural assessment as the opening screen.Covered: Behavioral
2Three 1-on-1 interviewsPanelThree conversations with managers and current TRAC associates, entirely behavioural with a why-Marsh thread and no technical questions.Covered: Behavioral, Domain knowledge
1On-campus interviewBehavioralA simple behavioural on-campus interview run alongside many other students. The candidate felt selection hinged largely on personality fit and was cut here. Those who passed went to a Marsh super day at the office with several managers.Covered: Behavioral
1Recorded video responsesPhone screenVideo-response questions after applying through Handshake following an on-campus information session.Covered: Behavioral
2HireVue with two interviewersPanelA live video interview with two separate interviewers.Covered: Behavioral
3In-person finalFinalAn in-person final round. The candidate received and declined the offer.Covered: Behavioral
1Online formOnline assessmentAn application form as the first stage.Covered: Behavioral
2Pre-recorded video interviewPhone screenA recorded video interview.Covered: Behavioral
3Assessment dayAssessment centreA full assessment day combining tests, a group challenge, a presentation and interviews.Covered: Aptitude, Presentation, Behavioral
1HireVuePhone screenA recorded interview issued within days of applying.Covered: Behavioral
2Three 30-minute interviewsPanelAbout a month later, three 30-minute behavioural interviews including a why-Marsh question, with interviewers sometimes asking for more than one example per question. The offer arrived a week after the final round.Covered: Behavioral, STAR stories
1CV plus screening questionnaireOnline assessmentTwo to three weeks after the CV submission, a short form covering graduation date, full-time availability during the programme, business-level languages, and a choice of two preferred teams from consulting, cyber security, operations, actuarial/pensions analytics, investments analytics and finance.Covered: Shift availability, Language skills
2Recorded online interviewPhone screenA roughly 30-minute recorded interview of four questions: self-introduction, what the candidate knows about Marsh, why they would add value, and what they expect to learn.Covered: Behavioral, Domain knowledge
3Manager interviewHiring managerA scheduled interview with the hiring manager. The candidate was still waiting on this stage when they wrote up the process.Covered: Behavioral
1Final round: Case plus behavioralCase studyA single one-hour final round split into a 45-minute case study with two analysts and a 15-minute behavioural segment with HR. The candidate was invited straight to the final round and heard back by phone within three business days, with over two weeks to decide.Covered: Case study, Behavioral
Finance Leadership Development Programme associate (Marsh McLennan)
1Technical interviewTechnicalAbout two weeks after applying online, a purely technical first round on accounting and valuation fundamentals.Covered: Financial modeling, Accounting
2Senior leaders and HRBehavioralA mostly behavioural second round with senior leaders and HR.Covered: Behavioral
2Behavioral interviewBehavioralA behavioural round immediately following. The candidate found the interviewers pleasant but did not get an offer.Covered: Behavioral
1Recruiter interviewPhone screenA recruiter call the week after applying online, sourced via a family-friend referral.Covered: Behavioral
2Team lead interviewHiring managerAn interview with the head of the Private Client team, followed a week or two later by an offer call.Covered: Behavioral
1HireVue plus document submissionPhone screenA recorded video interview followed by submission of CV, transcripts and any relevant certificates.Covered: Behavioral
2Interview with VPs and MDsPanelA video round (normally in person outside the pandemic) with vice presidents and managing directors.Covered: Behavioral, Resume deep-dive
1Full loop: screen, interviews, presentation and testsAssessment centreA short, transparent process combining a phone screen, one-on-one interviews, a presentation, a skills test and a personality assessment. The candidate praised the clarity of communication throughout.Covered: Presentation, Behavioral, Aptitude
What Marsh McLennan is hiring for now
1,986 open roles in our index. Advertised pay floors run $58k to $125k (median $88k, from 411 postings that state pay).
What is the interview process like at Marsh McLennan?
Marsh McLennan runs four visibly different loops under one roof. Oliver Wyman, the strategy-consulting arm, is a classic case-interview firm: an online quantitative/situational assessment, then two rounds mixing fit interviews with two to four cases, often with a financial-services or insurance flavour and noticeably heavy mental math. Mercer, Marsh and Guy Carpenter run a much lighter, behaviour-led process: a one-way HireVue recording, then a 'super day' or panel of three to four short 1-on-1 conversations with brokers, consultants or managers, with STAR answers and a well-researched 'why Marsh / why Mercer' doing most of the work. UK and European graduate hiring adds an assessment-centre layer with a group exercise and a short presentation.
What topics does Marsh McLennan test in interviews?
Commonly reported topics include Case study, Market sizing, Behavioral, STAR stories, Aptitude, Resume deep-dive.
These guides summarize public, first-hand interview experiences shared by candidates. They describe the shape of each loop and the topics that came up, not a leaked question bank, and every experience links back to its original source. Processes change often. Treat this as directional prep, not a script.
TheJobsMap