From our research
What this interview looks like
Deloitte's campus process typically starts with an online assessment that mixes aptitude, logical reasoning and English, and some drives add a spoken-English or Versant-style test, a short group discussion or a just-a-minute round.
The shortlist then goes through a technical or domain interview with a manager or senior consultant from the practice, which for audit, risk and tax roles probes accounting, controls and reasoning, and for consulting and USI technology roles probes a case or guesstimate, the project and programming or SQL fundamentals.
A second interview with a senior manager, director or partner is common, and the loop closes with an HR conversation on service line fit, location, USI overlap hours and the offer. Round counts, durations and any pre-joining training vary by office and drive, so verify them against the invitation.
ExamPilot compresses the loop into a 17-minute panel: HR screen, a hiring-manager round, a domain or technical round in your chosen post, a short STAR behavioural round and a closing on expectations, scored on role knowledge, problem solving, communication and attitude.
How it is weighted
The assessment shortlists and the interviews decide. Interviewers probe whether the candidate can structure a problem, reason about a business process and its controls, handle numbers aloud and communicate a recommendation clearly. A partner or director round often tests motivation and composure more than knowledge.
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 Deloitte's online assessment for analyst roles in risk advisory, financial advisory or consulting, and any group discussion or spoken-English round the drive used. The interviews typically cover accounting and controls basics for risk roles, a short case or guesstimate for consulting roles, the candidate's projects and internships, and fit with a client-facing professional-services firm.
Process pattern as of recent drives; check the drive invitation for the current cycle.
The panel focuses on
- Structuring an ambiguous business problem into drivers before answering
- Internal controls on a real process: where it can go wrong and what control catches it
- Guesstimates and quick arithmetic with stated assumptions and a sanity check
- Which Deloitte service line you want, and the difference between the India firm and USI
- Explaining a project or internship outcome answer-first in plain English
- Teamwork, feedback and client-readiness stories told as specific incidents
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.
Ms. Devika Nair
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
Ms. Devika Nair
Hiring manager
CA Nikhil Bhatnagar
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.
Ms. Devika Nair2–3 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.
CA Nikhil Bhatnagar3–4 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.
Ms. Devika Nair2–2 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
Ms. Devika Nair
Hiring manager
Senior Manager, Consulting (Strategy and Analytics), Big 4 firm (Gurugram); leads campus case rounds for analyst and consultant hiring
Sharp, structured, encouraging when the candidate thinks aloud, impatient with memorised frameworks.
Female voice · 3 languages
CA Nikhil Bhatnagar
Technical lead
Senior Manager, Audit, Tax and Risk Advisory, Big 4 firm (Mumbai); chartered accountant who runs the domain round for audit, tax and risk associates
Precise, patient with gaps, unforgiving of bluffing.
Male voice · 3 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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