PwC Senior Manager interview questions

A telephone interview followed by an onsite interview. Although I was interviewing for a senior management position (as an experienced hire), they rejected me on the basis that I couldn't give them practical examples (this was despite me sharing with them practical/physical assets on design thinking and other frameworks that I had developed from scratch and been using in my business assessment). From my perspective, if you are recruiting for a senior management position then your overriding focus should be on leadership, management style, culture development, rather than technical capabilities. I applied to this position because based on my experience PwC lacked expertise and reputation in this industry (compared to the market share and experience offered by Deloitte, Mckinsey, Bain, etc.). So it didn't surprise me when I found PwC being mocked at a vendor conference last week - where they mentioned PwC inviting ~18 vendors to an RFP exercise for their client. To the group, it showed PwC lacking point-of-view and experience in picking up a reasonable set of vendors - for instance, a simple practice would be to target the vendors in leaders and challengers in Gartner's magic quadrant rather than inviting every man and his dog to an RFP process - which is unprofessional and inefficient. The interviewer had less than 7 years of experience (compared to my 20+ years in the industry (working for different verticals), and 4 years working independently) after university and reflected clear knowledge gaps - which became apparent as I shared insights with him. The talk about commitment to diversity turns disingenuous when your processes and criteria do not adapt. To reject an applicant who is from a diverse background, being interviewed as an experienced hire, and applying for a senior management position - on the basis of lack of practical examples in a 1:1 interview where you lack experience yourself - reflects a lazy, unprofessional, and disingenuous approach. If you really want people with a diverse background then be prepared to 'walk-the-talk' and accept that those diverse people will not fit your cookie-cutter selection criteria - you will need to learn to become open and accept and embrace diversity. Failing that, you will hire people with the same mindset and mentality - the new will reinforce the old and you will struggle to evolve to your core. Re professionalism - during the process, they changed dates, changed the interviewer and location at last minute - with no apology - until I flagged that to the interviewer who was completely unaware of the situation.