ResumeAdapter

Updated 2026-06-15

The Morgan Stanley interview, stage by stage.

Why this mattersMorgan Stanley does not publish a confirmed step-by-step process, so the stages here are what candidates consistently report, not a stated spine. The part candidates trip on is the front gate: a recorded HireVue video and online assessments screen you before any live round, and a real parser reads your resume first. This page walks the process stage by stage, marks every round as commonly reported, separates the verified system stack from the community detail, and shows how to pre-load your resume for one division.

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Reported stages
6 stages

Apply to offer, community-reported

Final round
Superday

Reported: 4 to 5 back-to-back

Application system
Workday

Verified; Oleeo for campus

Front gate
HireVue

Reported: recorded video plus tests

Sequence6 stagesApplication to offerBanking, markets, wealth, technology

The quick answer

What is the Morgan Stanley interview process?

Morgan Stanley does not publish a confirmed step-by-step process, so the stages here are what candidates consistently report, not a stated spine. You apply online with a resume, often a cover letter, and a recruiter screens you. Then come online assessments, reported as Aon or cut-e psychometric tests, or a HackerRank coding test on the technology track, plus a HireVue recorded video interview, which screen you before the live rounds. Next are first-round phone or video interviews, then the Superday, a back-to-back final round of roughly four to five interviews, then a recruiting debrief and offer. One layer is verified rather than community-reported: experienced roles apply through Morgan Stanley's Workday site and campus roles through Oleeo, while Eightfold AI only matches and HireVue is only the interview tool, so a real parser reads your resume first. Treat the round flow as the typical case and scan your resume to pre-load the quantified craft each round will probe. Scan your Morgan Stanley resume.

In early March 2026, Morgan Stanley cut roughly 2,500 jobs, about 3 percent of its workforce, across all divisions while sparing its financial advisers, just weeks after reporting record full-year 2025 results on January 15, 2026. A more selective firm raises the bar on every interview round.

Start with the honest caveat. Unlike some of its peers, Morgan Stanley does not publish a confirmed step-by-step interview spine, so every stage on this page is marked commonly reported by candidates: detail consistent across practitioner guides and aggregated candidate reports, but not Morgan Stanley's stated process. Treat it as the typical case, not a guarantee, and do not read any round as an official commitment.

What is verified is the system stack, not the round flow. Experienced and general roles apply through Morgan Stanley's Workday site at ms.wd5.myworkdayjobs.com, while campus and early-careers run through a separate system, Oleeo, at morganstanley.tal.net. Eightfold AI sits on top as a matching front-end, not the system of record. So the application you submit is parsed by Workday or Oleeo, which is why a Workday-clean, division-targeted resume matters before any interview even begins.

The correction that trips people up is which tool does what. HireVue is the recorded video interview, not the application system, and Eightfold only matches. Modern HireVue analyzes the content of your spoken answers, not your facial expressions, since facial-expression analysis was discontinued. So the right preparation for the video stage is clear, structured spoken answers, not managing your face on camera.

The practical takeaway runs through every stage: because you apply to and are screened for one division, and the final rounds test fit alongside technical signal, the resume work is to tailor to a single division and pre-load specific, quantified craft the panel can probe.

Read the stages in order, but loosely. Morgan Stanley does not publish this sequence, so each row is tagged commonly reported by candidates, with the one verified exception being the Workday and Oleeo application systems in stage one. The online and video screening run before the live rounds, not in one fixed order, and composition shifts with the division.

  1. 01

    Application and candidate profile

    You apply online and submit a resume or CV, often with a cover letter, then a recruiter screens your qualifications. The system stack here is verified: experienced and general roles apply through Morgan Stanley's Workday site (ms.wd5.myworkdayjobs.com), campus and early-careers run through a separate system, Oleeo (morganstanley.tal.net), and Eightfold AI is a matching front-end on top, not the system of record. So a real parser reads the resume first, which is why a Workday-clean, division-targeted resume matters before any interview.

    Commonly reported by candidates / Verified: Workday and Oleeo
  2. 02

    Online assessment or assessments

    Most candidates report psychometric tests provided by Aon, also branded cut-e, covering numerical, logical or verbal, and situational judgement. The technology track instead reports a HackerRank coding test, roughly multiple-choice computer-science and aptitude questions plus one to two coding problems. Treat the vendor and the question mix as the typical case, since this is community-reported, not a stated Morgan Stanley process.

    Commonly reported by candidates
  3. 03

    HireVue recorded video interview

    An asynchronous, on-demand video interview, commonly reported as roughly three to five questions, with about thirty seconds to prepare and up to two minutes to record each, mostly behavioral and fit. HireVue is the interview tool, not the application system, and the online and video screening run before the live rounds rather than in one fixed order. Because a recorded interview gives you no chance to read an interviewer, prepare clear, structured spoken answers your resume already supports.

    Commonly reported by candidates
  4. 04

    First-round interview or interviews

    Phone or video, commonly with a recruiter or a divisional analyst or associate first, sometimes followed by a second video round with two to three vice presidents that mixes behavioral with some technical. Who sits in the room and how many rounds there are vary by division and are community-reported, so treat the structure here as typical rather than guaranteed.

    Commonly reported by candidates
  5. 05

    Superday (final round)

    The final round candidates call the Superday: back-to-back interviews, commonly reported as roughly four to five of thirty to forty-five minutes each, with at least two interviewers per interview spanning associate, vice president, executive director, and managing director. It can include a group exercise, a classic reported setup being a budget-allocation case, and sometimes an individual presentation. Endurance and a consistent signal across the block both matter.

    Commonly reported by candidates
  6. 06

    Decision and offer

    Interviewers debrief, and the recruiting team collects feedback from everyone, compares candidates, and confirms headcount before extending an offer. For investment banking analyst Superdays, offers are reported to come fast, often within about forty-eight hours, because the firm runs parallel Superdays and competes with peers for the same candidates. The turnaround is community-reported and varies by division and cycle.

    Commonly reported by candidates
Path by divisionCommunity-reported mix

The reported sequence is broadly the same, but the rounds that fill it differ by division, and all of this is commonly reported by candidates rather than stated. Candidates describe the four main paths like this:

Investment banking
A classic Superday with heavy behavioral and fit, plus technical: a DCF, an LBO, the three financial statements, and valuation. Make sure the finance-relevant scope on your resume is something you can defend live.
Sales and trading
You apply to a specific desk. Expect product-specific technical questions, markets awareness, a stock or trade pitch, and brainteasers with mental math. Show the quantitative reasoning and market interest your resume claims.
Wealth management, financial advisor associate
A distinct path: a screening call, an advisor for a day simulation, a business-plan exercise, and interviews with local branch management. The focus is sales aptitude and client approach, with less DCF and LBO.
Technology
A big-tech-style loop: a HackerRank test, then multiple technical rounds covering coding, debugging, system design, operating systems, databases, and data structures and algorithms, plus behavioral. List the depth you can code cold.

Hold these specifics loosely. Morgan Stanley does not publish a divisional process, so the only verified anchor across all of them is the application stack: Workday for experienced roles, Oleeo for campus, Eightfold matching on top, and HireVue as the interview tool rather than the system of record.

The technology track follows the same broad sequence, but the rounds inside it look more like a big-tech loop than a banking process. Instead of the Aon or cut-e psychometric tests most divisions report, technology candidates report a HackerRank coding test as the first gate, roughly multiple-choice computer-science and aptitude questions plus one to two coding problems. This is commonly reported by candidates, not a stated Morgan Stanley process.

After the assessment, candidates report multiple technical rounds covering coding, debugging, system design, operating systems, databases, and data structures and algorithms, plus a behavioral round. The depth and the number of rounds vary by team, so treat the loop as the typical case rather than a fixed format.

The resume implication is direct: list the languages and data-structures depth you can code cold, not a stack you cannot defend, and put system-design scope on the page if you are targeting a senior level, because the design round will read for exactly that. A Workday-clean resume still matters here, because technology roles apply through the same Workday system of record.

After the final round, the interviewers debrief, and the recruiting team collects feedback from everyone, compares candidates, and confirms headcount before extending an offer. Morgan Stanley does not publish its internal scoring rubric, so this decision model is commonly reported by candidates, not a stated mechanic. The read that matters: no single room owns the outcome, so a consistent signal across the block is what moves the decision.

The one timing pattern candidates report consistently is for investment banking analyst Superdays, where offers often come fast, sometimes within about forty-eight hours, because the firm runs parallel Superdays and competes with peers for the same candidates. For other divisions there is no reliable dated figure, so treat any specific turnaround you read as anecdotal rather than a commitment.

The implication for you is direct. Because a panel decides off the full block and weighs division fit, a resume tailored to one division, with quantified scope the interviewers can probe in both technical and behavioral rounds, gives the debrief concrete, owned results to agree on rather than a generic finance profile with nothing division-specific to grab.

The final rounds evaluate three things, and your resume should carry the raw material for all three before you walk in.

Technical depth
Division-specific: DCF, LBO, the three statements, and valuation in banking; product knowledge, a trade pitch, and mental math in markets; coding and system design in technology. Show the depth you can defend live.
Behavioral and core values
Behavioral, HireVue, and Superday fit are widely reported to probe Morgan Stanley's five core values, and candidates are sometimes asked directly which one resonates most. Every owned, quantified bullet is an answer in waiting.
Division fit
The interviewers read for whether you fit this specific desk or team. A resume targeted to one division gives them a concrete fit to recognize rather than a generic finance profile to guess at.

On the values point: the behavioral and HireVue rounds are reported to probe Morgan Stanley's five core values, Do the Right Thing, Put Clients First, Lead with Exceptional Ideas, Commit to Diversity and Inclusion, and Give Back, and candidates are sometimes asked directly which core value resonates most. The Morgan Stanley values spoke breaks each one down with the resume verbs that give those rounds real hooks to pull.

FAQ

Morgan Stanley interview FAQ

The questions most candidates surface when they map Morgan Stanley's application, the online assessments, the HireVue video, the first rounds, and the Superday to their resume. Answers are byte-identical to the FAQPage JSON-LD, because AI engines that extract HTML and AI engines that extract JSON-LD should not see different text.

What is the Morgan Stanley interview process?

Candidates consistently report a six-stage flow, though Morgan Stanley does not publish a confirmed official spine, so treat the rounds as commonly reported rather than stated. First you apply and submit a resume, often with a cover letter, and a recruiter screens you. Then come online assessments, reported as Aon or cut-e psychometric tests, or a HackerRank coding test on the technology track. Next is a HireVue recorded video interview, then first-round phone or video interviews, then the Superday, a back-to-back final round. A recruiting debrief and offer close it out. One thing is verified, not community-reported: experienced roles apply through Morgan Stanley's Workday site and campus roles through Oleeo, while Eightfold AI only matches and HireVue is only the interview tool, so a real parser reads your resume first. Scan your resume to pre-load the quantified craft each round will probe.

How many rounds of interviews does Morgan Stanley have?

Morgan Stanley does not publish a fixed number, so the counts here are commonly reported by candidates rather than stated. The typical sequence runs to roughly five or six stages: the application and recruiter screen, an online assessment or assessments, a HireVue recorded video interview, one or two first-round interviews, and the Superday final round, followed by the decision. The first round is often a recruiter or a divisional analyst or associate, sometimes with a second video round of two to three vice presidents. The Superday itself is commonly reported as four to five back-to-back interviews. The exact number shifts by division, so treat the range as typical, not guaranteed.

What are the 4 stages of the Morgan Stanley interview?

When candidates compress the process to four stages, they commonly report it as: one, the online application and recruiter screen, submitted through Workday for experienced roles or Oleeo for campus; two, the screening assessments, the Aon or cut-e psychometric tests, or a HackerRank coding test for technology, plus the HireVue recorded video interview, which run before the live rounds; three, the first-round interviews by phone or video with a recruiter, analyst, associate, or a panel of vice presidents; and four, the Superday final round of back-to-back interviews, followed by the decision and offer. Morgan Stanley does not publish this as an official four-stage model, so treat the grouping as a community-reported summary.

What is a Morgan Stanley Superday?

Superday is the community-reported term for the Morgan Stanley final round, not a label the firm publishes. Candidates commonly report it as back-to-back interviews, roughly four to five of thirty to forty-five minutes each, with at least two interviewers per interview spanning associate, vice president, executive director, and managing director. It can include a group exercise, a classic reported setup being a budget-allocation case, and sometimes an individual presentation. It tests technical depth, behavioral and fit, and division alignment in a single sitting, so endurance across the block is part of the read. The panel mix and the exercises are commonly reported and shift by division, so treat them as typical rather than guaranteed.

Does Morgan Stanley use HireVue?

Commonly reported, yes. Candidates describe a HireVue recorded, on-demand video interview as a screening stage, typically three to five questions with about thirty seconds to prepare and up to two minutes to record each, mostly behavioral and fit. Two clarifications matter. HireVue is the interview tool, not the application system: experienced roles apply through Workday and campus roles through Oleeo. And modern HireVue analyzes the content of your spoken answers, not your facial expressions, since facial-expression analysis was discontinued, so prepare clear, structured spoken answers rather than managing your face on camera. The HireVue stage itself is community-reported, so treat the question count and timings as typical.

What questions are on the Morgan Stanley HireVue?

Candidates commonly report the Morgan Stanley HireVue is mostly behavioral and fit, with roughly three to five questions answered on camera, about thirty seconds to prepare and up to two minutes to record each. Typical prompts cover why Morgan Stanley, why this division, a strength or a time you overcame a challenge, and teamwork or leadership examples. Candidates are also sometimes asked directly which of Morgan Stanley's core values resonates most with them, so it helps to have a genuine answer tied to one of the five core values: Do the Right Thing, Put Clients First, Lead with Exceptional Ideas, Commit to Diversity and Inclusion, and Give Back. This question mix is commonly reported, not a published list, so treat it as the typical case.

How long does it take to hear back from Morgan Stanley?

Morgan Stanley does not commit to a public timeline, so any turnaround you read is community-reported and varies by division and cycle. The one pattern candidates report consistently is for investment banking analyst Superdays: offers often come fast, sometimes within about forty-eight hours, because the firm runs parallel Superdays and competes with peers for the same candidates. After other rounds, candidates describe a recruiting debrief where the team collects feedback from everyone, compares candidates, and confirms headcount before deciding, with no reliable dated figure. Treat the forty-eight-hour banking read as a reported pattern, not a guarantee.

What online assessments does Morgan Stanley use?

For most divisions, candidates commonly report psychometric tests provided by Aon, also branded cut-e, covering numerical, logical or verbal, and situational judgement. The technology track instead reports a HackerRank coding test, roughly multiple-choice computer-science and aptitude questions plus one to two coding problems. These assessments are commonly reported to run as part of the early screening, before the live interview rounds, alongside the HireVue recorded video. The vendors and the exact format are community-reported and vary by role, so treat them as the typical case rather than a stated Morgan Stanley process, and make sure the numerical and technical depth on your resume is something you can actually back up.

Continue

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Sibling spoke

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