From our research
What this interview looks like
Adobe's campus engineering loop typically begins with an online assessment of aptitude and coding, followed by three or four technical interviews held over one or two days: data structures and algorithms solved aloud, depth in one language with C++ and operating-system questions appearing often, a puzzle or reasoning question, and a design conversation on a small component or system, after which a director or hiring-manager conversation and an HR round close the loop.
Candidates are regularly declined on fundamentals after solving the coding problem, so the depth rounds matter. For technical consultant and solutions consultant roles in Adobe's Digital Experience business the loop is typically a screening on communication and basics, a technical round on web technologies and the Experience Cloud products, a presentation or demo exercise, and a manager and HR conversation.
Round counts and durations vary by team and by year, so treat the pattern as typical.
ExamPilot compresses the loop into a 17-minute panel: HR screen, a hiring-manager round on your project and an Adobe scenario, a role or technical round in your chosen profile, a short STAR behavioural round and a closing on expectations, scored on role knowledge, problem solving, communication and attitude.
How it is weighted
The online test shortlists; the technical rounds decide, and depth in C++ or Java, operating systems and memory is weighed as heavily as solving the algorithm problem. The final director round checks fit, motivation and how the candidate thinks about a product problem.
Here each round is scored against the corporate rubric (role knowledge 30, problem solving 25, communication 25, attitude 20).
Who this is for
Candidates who have cleared Adobe's online assessment, typically aptitude and reasoning plus coding problems, from campus drives, hackathons, referrals or internship conversions. The loop is typically three or four technical rounds covering data structures, language and systems depth, puzzles and design, followed by a director or hiring-manager round and HR. Process pattern as of recent drives.
The panel focuses on
- C++ and systems depth: memory, object lifetime, vtable, threads
- Operating-system fundamentals with a concrete example each
- DSA aloud with complexity and edge cases, then a puzzle for reasoning
- Designing a small component from a creative or document app as classes
- Project depth: the hardest bug and how you found it
- Why Adobe and which product you would want to work on
Step 1
Pick your domain
The expert on the panel probes these areas at the level of this role. Optional here; you can choose during setup.
Step 2
Choose how you want to be interviewed
1:1 interview
One interviewer runs every round and adapts the focus as you go. Lower pressure; ideal for a first attempt.
Mr. Vikram Malhotra
Hiring manager
Panel interview · 3 members
Most realisticEach member leads their own round and hands over to the next. They hear each other, so a weak answer will be revisited.
Mr. Rohit Deshmukh
HR member
Mr. Vikram Malhotra
Hiring manager
Mr. Anirudh Bhattacharya
Technical lead
What to expect
5 rounds · 17 minutes
A private-sector hiring loop compressed into one sitting, the way most Indian companies run it: HR screen → hiring-manager round on your actual work → role/technical round led by a lead → communication & behavioural (STAR) round → closing on expectations and your questions.
Works for software, product, sales, finance, HR, support and campus hiring by swapping the role bank.
- Round 1
HR screen
· 3:00Understand background, motivation for this role and company, and basic logistics; check that the resume story holds together.
Mr. Rohit Deshmukh2–3 questionsup to 1 follow-up each - Round 2
Hiring-manager round
· 4:00Assess ownership, judgement and how the candidate actually works: what they shipped, closed or ran, their specific part, and how they would approach this job.
Mr. Vikram Malhotra2–3 questionsup to 2 follow-ups each - Round 3
Role / technical round
· 5:00Test role knowledge and problem-solving in the chosen specialisation: fundamentals, one scenario to think through aloud, and trade-offs.
Mr. Anirudh Bhattacharya3–4 questionsup to 2 follow-ups each - Round 4
Communication & behavioural round
· 3:00Assess collaboration, conflict handling, resilience and clarity of expression through Situation–Task–Action–Result examples.
Mr. Vikram Malhotra2–2 questionsup to 1 follow-up each - Round 5
Expectations & closing
· 2:00Cover practical expectations and let the candidate ask questions; close professionally.
Mr. Rohit Deshmukh1–2 questions
Meet the panel
Your AI interviewers
Distinct personas, voices and questioning styles, briefed on this role.
Mr. Rohit Deshmukh
ChairHR member
Campus talent-acquisition lead, IT services
Energetic, encouraging, checks fundamentals of attitude.
Male voice · 4 languages
Mr. Vikram Malhotra
Hiring manager
Engineering manager / Regional manager (hiring manager)
Direct, outcome-focused, fair but demanding.
Male voice · 2 languages
Mr. Anirudh Bhattacharya
Technical lead
Senior Computer Scientist, Adobe (Noida); interviews Member of Technical Staff candidates on campus and in lateral loops
Precise, calm, intellectually playful, intolerant of hand-waving.
Male voice · 4 languages
Languages
Answer in the language you think in
The panel asks in your chosen language. Switch mid-answer if you like.
- English
- Hinglish (Hindi + English)Hinglish
How scoring works
A report you can act on
Every round is scored on the rubric
Each interviewer scores only the criteria their round covers. Weights add up to your overall score out of 100.
Only what you actually said counts
Feedback quotes your own answers. Rounds you skip show as “Not assessed” rather than a zero.
Communication is always measured
Fluency, clarity, confidence and structure are tracked across the whole interview, in any language.
Pass mark, then a plan
You see the pass mark for this interview, your gaps, and the courses that close them fastest.
Scored on
- Role knowledge30%
Depth and accuracy of role/domain knowledge; understands the tools, concepts and trade-offs of the job; grounds claims in real work.
- Problem solving & structure25%
Breaks problems down, asks clarifying questions, reasons about trade-offs and edge cases, structures answers (context, action, result).
- Communication25%
Clear, concise, confident; listens and answers the question asked; adapts the explanation to the listener; professional register.
- Culture & attitude20%
Ownership, honesty about limits, coachability, collaboration, motivation for this role and realistic expectations.
Pass mark 65 / 100 · Corporate interview — HR, hiring manager & role round (panel)
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