The scenario: applying and the clock starting
A consultancy posts an opening for a candidate who can handle client discovery calls and scope engagements without much oversight. They set up the screening interview themselves, choosing which questions get asked and what scoring traits matter most for that specific role, before the posting ever goes live.
A candidate applies through the job board, and the screening interview that starts is that firm's interview, built from their configuration, not a standard IT consultant question set pulled from a generic bank.
There's no personality or style to pick beforehand, because the firm already decided what the conversation should sound like, and no way to know in advance exactly which requirement from the posting will come up first.
What this interview actually covers
The questions come from whatever the firm configured through its own job setup, which typically means discovery, scoping, or client-communication scenarios specific to the type of engagements that firm runs.
Since the rubric is theirs, the exact mix of questions can vary meaningfully between two consultancies posting what looks like a similar title, one firm weighting technical diagnosis heavily, another weighting client communication more.
The candidate answers in a live conversation the same way as any other Intervieux interview, but the questions and scoring criteria behind it belong to the employer, not to a fixed IT consultant question bank.
Scoring
What happens once the interview ends
The moment the session finishes, the firm's screening rules engine evaluates it automatically against conditions they set in advance, checking scores across all five dimensions plus experience level and key skills the AI noted. That evaluation can move the application to a qualified stage, flag it for a recruiter, or raise its priority, all without anyone manually reviewing the transcript first.
The candidate isn't left without feedback either: three AI-generated improvement tips come back from that specific interview, and the application's fit trajectory, a 0-100 score tracked over time, updates to reflect how the screening actually went.
For a role built around client-facing judgment, that trajectory can matter as much as the initial score, since it shows whether a candidate's standing on an application improved as later steps in the firm's pipeline played out, not just how the first conversation landed.
Frequently asked questions
Is this interview practice, or does it count toward the actual application?
It counts for real. It's the firm's actual first-round screening step for that specific posting, and the result feeds directly into their hiring pipeline.
Can I choose the interviewer's personality like I can for practice sessions?
No. The firm's own configuration sets the questions and scoring rubric for a screening interview, so there's no personality or style choice for the candidate.
Will every IT consulting firm's screening interview ask the same questions?
No. Each firm configures its own rubric and questions, so the emphasis, technical diagnosis, client communication, or something else, varies between firms even for similar-sounding titles.
Do I get anything back from this interview besides a pass or fail?
Yes. You get three AI-generated improvement tips from that specific interview, and your fit trajectory for that application updates so you can see how the score moves over time.
Related pages
Apply to a real IT consultant opening
Browse IT consulting roles on the job board and apply with one click. The screening interview you take is that firm's real first-round step, not practice.