Hi,I'm in the early stages the PwC recruitment process for a Senior Associate position within the Operations Transformation team. I have just passed the psychometric testing stage and have an upcoming 30-45min telephone interview. I was wondering if any members of this forum work within or have knowledge of this team. I would like to establish the following if possible;- The position is advertised as UK-wide flexible location. Living in London on a Senior Associate grade does not seem appealing. How likely is it that I will need to be based in London? I would rather tolerate excessive travel than increase my living costs by 200%- What is the size/structure of the team?- How is the team perceived by the rest of PwC Consulting?- What industries does the team currently operate within?- How does the role of Operations - Transformation differ from the role of Operations - Performance Improvement? They seem very similar in their nature, I would envisage some overlap and my skills (BPR, Chagne Mgt and Service Redesign) cover both disciplines. I applied for the Transformation role as the emphasis of the team seemed better aligned to the type of projects that I would like to be involved in.Apart from the usual advice (mapping skills/experience to PwC values and JD/person spec) are there any potential stumbling blocks that I should be aware of in the next stage of the assessment and beyond.If anyone has any general views about the PwC Operations Consulting function I would appreciate you sharing these as this will help to shape my understanding of the role as I progress through the recruitment process. Appreciate any feedback in advance,Chris

Out of curiosity, how long did it take them to get back to from the point of application? I'm considering going through the application process, but heard it can be incredibly long.

Telephone interview indeed... In sure they're a great company, but that does sound like a fairly non-committal approach when compared to the candidate who will frankly jump through whatever hoops necessary... I mean, why do it by telephone if the candidate is willing to travel to their offices? I'm assuming they make the call from a meeting room in any event?Whatever next, u get to know the outcome based on whether they "like" u on Facebook or something?Telephone interviews sound like a terrible idea... It may be time-efficient, but skews the whole downstream selection process based on people who talk like a radio presenter, surely?Back in the day, you would always want to look into the white o their eyes right from the very start of the interviewing

I am now at the 'business end' of the recruitment process. So far I have passed the online tests, along with telephone and face-to-face interviews with HR and a Senior Consultant respectively. I have now been invited to attend a selection day.I've been informed that the selection day will last 3-4 hours and will consist of;1. written exercise2. group exercise3. competency interviewWritten exercise should be straight-forward as I have lots of report-writing experience and sound analytical skills.The element that I'm most unsure about is the group exercise, as depending on the mix of candidates taking part (different specialisms, experience, personalities, etc) this could be relatively simple or a little tricky. Knowing whether to attempt to lead the group discussion or be a good listener who adds value by making solid contributions at the appropriate time I see as a balancing act. As I'm applying for the most junior consulting role on offer to experienced hires I think they will be looking for me to be analytical and insightful, whilst at the same time demonstrating that I work well with others. I assume that the final interview will be with a Partner/Director, based on what I've read on glassdoor, etc. Any thoughts on the above?Thanks