WTW Interview Questions 2027: Tell Me About a Time You Worked in a Team

For this Willis Towers Watson interview question, use STAR with your contribution in focus: the team's goal, your specific role, the actions you took to move the team forward (coordination, unblocking others — not just solo tasks), and the team's result. Be a visible contributor, not a passenger.

Willis Towers Watson Interview Questions: What the Teamwork Question Assesses

Teamwork questions are commonly reported by candidates in WTW's video assessments because advisory work is fundamentally collaborative — analysts work in engagement teams, learn from seniors, and coordinate with clients. Assessors are testing whether you actively improve team outcomes or merely coexist: did you communicate, resolve friction, help others, and take ownership of shared results? They also watch for balance — candidates who say "I" for everything or "we" for everything both miss the mark.

Willis Towers Watson Interview Questions: How to Answer

Keep the team context but spotlight your actions in STAR:

• Situation. The team, its goal, and what made it challenging — a tight deadline, diverse members, conflicting views. Two lines max.
• Task. Your specific role: "I was responsible for the modelling workstream and for consolidating everyone's sections."
• Action. What you did for the team, not just your deliverable: how you communicated (regular check-ins, shared docs), how you handled a disagreement or a struggling member, where you went beyond your lane to unblock someone else. This is the scored section.
• Result. The team's outcome — quantify if possible — and your reflection: one thing the experience taught you about working with others.

Example line: "In our four-person capstone team, I owned the data analysis but also set up a shared tracker and weekly 20-minute syncs after noticing work was drifting. When two members disagreed on methodology, I proposed we test both on a data subset and let evidence decide — we delivered two days early with the top mark, and it taught me that small coordination habits prevent most team problems."

Common Mistakes

• All "we," no "I." The assessor can't score your contribution if it's invisible.
• All "I," no "we." Taking sole credit for team wins reads as poor collaboration.
• No friction. Teams without any difficulty make for flat stories — a small, honestly-handled conflict adds credibility.

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FAQ

Should the example be academic or professional? Either — pick the team with the clearest goal, real collaboration, and a concrete outcome.

What if I was the leader? Fine, but emphasize enabling behaviors (coordination, unblocking) over directing.

How do I handle a story where the team failed? Honest failure with clear learning works — focus on what you'd do differently.

Can I use a sports or society team? Yes, if the collaboration dynamics are substantive and transferable.

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