Lazard · HireVue
Lazard's HireVue eliminates more candidates than any other round. One take, no do-overs, scored by humans against a rubric. Below: the real questions Lazard asks, what they're testing for, and how to practise the format until it feels easy.
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The format
Pre-recorded video interview. Each question gets a short prep timer, then a one-take recording window. No retakes. Scored by Lazard talent acquisition against a rubric.
A short prep window (around 30 seconds) to read and think.
Typically 90 seconds to 2 minutes per answer.
Recorded answers are reviewed by recruiters and the hiring team for structure, clarity, motivation and commercial awareness.
Invitation timing. Sits after the online assessment and before the assessment centre.
Completion window. Typically a few days from the invitation to record.
Retake policy. Generally one take per question; no re-records on the real questions.
Volume context. A high-volume early screen used to cut the field after the aptitude test.
Recent changes. Remains behavioural and motivational rather than technical at this stage.
Question categories
The HireVue rotates across distinct question types. For each, what the firm is screening for, plus a weak answer signal and a strong one drawn from past applicant accounts.
The core of the Lazard HireVue: why this firm, why advisory.
“Why Lazard?”
What they test. Specific, researched motivation
Weak answer. It is prestigious and pays well.
Strong answer. Lazard's independent advisory model and its restructuring and sovereign practices attract me because the mandate is won on judgement, not balance sheet, which is the kind of work I want to learn.
“Why advisory rather than a full-service bank?”
What they test. Understanding of the model
Strong answer. I want to focus on advice and analysis rather than financing, and lean advisory teams give analysts earlier ownership of the thinking.
Behavioural questions delivered to camera.
“Tell me about a time you solved a complex analytical problem.”
What they test. Structured thinking and impact
Strong answer. A STAR answer with a quantified result and a clear personal contribution.
“Describe a time you worked under pressure with limited resources.”
What they test. Resilience and prioritisation
“Tell me about a recent deal or market development that interests you.”
What they test. Commercial awareness
Strong answer. A specific deal, why it is interesting, and a view on the rationale or the parties.
How it is scored
Recorded answers are reviewed by recruiters and the hiring team for structure, clarity, motivation and commercial awareness.
Response time. Usually one to two weeks to the next stage.
Feedback policy. No individual feedback is given.
How to practise
Same 30-second prep timer. Same recording window. Same one-take pressure. Plus a scored report after every answer so you can fix what's weak before the next run.
Lazard · HireVue practice
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Why candidates fail
Specific failure patterns documented across past applicants. Most are avoidable with disciplined preparation.
Generic motivation
A why-Lazard answer that could be pasted onto any bank fails immediately at a firm this specific.
Rambling to fill time
Unstructured answers that run to the buzzer read worse than a tight 75-second response.
Weak setup
Poor lighting, noise or a distracting background undercuts otherwise good content.
What works
Concrete moves drilled by candidates who clear the cut-off, drawn from applicant accounts and recruiter feedback.
Lead with the point
State your conclusion first, then support it, so the answer lands inside the window.
Name something specific
A Lazard practice or deal proves genuine research and separates you instantly.
Rehearse to the timer
Practise to camera against the real time limits so pace and delivery feel natural.
From past applicants
Anonymised candidate accounts of how recent Lazard applicants approached the HireVue. Each covers preparation, the experience, and the outcome.
Financial Advisory, Analyst
Prep. Wrote and rehearsed answers to why Lazard, why advisory and a teamwork story, and practised to camera against a 90-second timer.
Experience. Four questions, 30 seconds prep and up to two minutes each. The why-Lazard question came first; I led with the restructuring and sovereign angle and gave one concrete example for the competency questions.
Outcome. Progressed to the virtual assessment centre about a week later.
What gets you through
FAQ
Largely no. At this stage it focuses on motivation and competency: why Lazard, why advisory, transferable skills and how you handle challenges. The deep technical questions come at the assessment centre, so prepare structured behavioural answers and specific, genuine reasons for the firm.
The other rounds
HireVue is one of four rounds. Practise each one free on Intervyo.
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Intervyo is not affiliated with or endorsed by Lazard or HireVue. Question text is sourced from past applicants and the firm's published guidance; verify timings on the firm's official careers site before applying. The sector context above is Investment Banking.
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