Public first-hand accounts of RGA hiring all come from Wall Street Oasis and cluster around investments, valuation and analyst intern roles rather than the core actuarial pipeline. The shape is consistent: a short HR or recruiter phone screen, then a compressed on-site made up of several back-to-back 30-minute conversations with different groups (one 2015 investments candidate met six groups in a single Superday), with an Excel or markets-technical component bolted on depending on the team. Content is overwhelmingly behavioral and resume-driven. The technical bar candidates describe is low, and process length is usually under a month outside campus recruiting.
These 3 writeups cover finance, actuarial, data analytics roles. All of them were posted under a forum handle, so we could not verify the authors’ identities.
1Excel technical assessmentOnline assessmentA short spreadsheet exercise built around pivot tables and everyday Excel functions, using a sales dataset. The candidate had to produce monthly averages and break the same figures down by category.Covered: Excel modeling, Data analysis
2One-on-one with the hiring managerHiring managerA single fit conversation with the manager who would also act as the intern's mentor. It stayed on the resume, what the candidate understood about RGA and the internship, and why their past experience mapped to the role.Covered: Resume deep-dive, Behavioral, Domain knowledge
1Phone interviewPhone screenA single call opening with a self-introduction and a walk through the CV, then questions on the actuarial industry and the candidate's motivation for the role, closing on an Excel-based project they had done.Covered: Resume deep-dive, Domain knowledge, Excel modeling
1Superday with six groupsAssessment centreHR invited the candidate to a single-day Superday in Chesterfield where they rotated through six different groups. Every conversation was behavioral, centred on the resume and on getting a read of the person.Covered: Behavioral, Resume deep-dive, STAR stories
2Background checkFinalA standard pre-offer background check closed out the process.Covered: Background check
What Reinsurance Group of America is hiring for now
What is the interview process like at Reinsurance Group of America?
Public first-hand accounts of RGA hiring all come from Wall Street Oasis and cluster around investments, valuation and analyst intern roles rather than the core actuarial pipeline. The shape is consistent: a short HR or recruiter phone screen, then a compressed on-site made up of several back-to-back 30-minute conversations with different groups (one 2015 investments candidate met six groups in a single Superday), with an Excel or markets-technical component bolted on depending on the team. Content is overwhelmingly behavioral and resume-driven. The technical bar candidates describe is low, and process length is usually under a month outside campus recruiting.
What topics does Reinsurance Group of America test in interviews?
Commonly reported topics include Behavioral, Resume deep-dive, Excel modeling, Domain knowledge, Conflict handling, STAR stories.
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.
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