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. Technical interviewers check fundamentals and the ability to talk through a problem; the manager round checks whether the candidate can explain technology to a client and work US-overlap hours from India. 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 USI's online assessment for technology analyst roles, which typically tests aptitude, reasoning, programming basics and English, and any spoken-English or group round the drive used. The technical interview typically covers one programming language, SQL, object-oriented concepts, the final-year project and sometimes cloud or platform basics; a second interview and an HR round follow.
Process pattern as of recent drives.
The panel focuses on
- One programming language in depth, with a small problem talked through
- SQL on a realistic table, including why a join can double rows
- Final-year project: what you personally built, what broke, and what you would redo
- How a consulting engagement runs and what an analyst does in each phase
- Cloud and enterprise platform basics explained to a non-technical client
- Clear spoken English and comfort with US client overlap hours
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. Siddharth Menon
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.
Ms. Neha Kulkarni
HR member
Mr. Siddharth Menon
Hiring manager
Mr. Aditya Raghunath
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.
Ms. Neha Kulkarni2–3 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. Siddharth Menon2–3 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. Aditya Raghunath3–4 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. Siddharth Menon2–2 questionsup to 1 follow-up each - Round 5
Expectations & closing
· 2:00Cover practical expectations and let the candidate ask questions; close professionally.
Ms. Neha Kulkarni1–2 questions
Meet the panel
Your AI interviewers
Distinct personas, voices and questioning styles, briefed on this role.
Ms. Neha Kulkarni
ChairHR member
HR business partner, IT services
Friendly, efficient, detail-checking.
Female voice · 4 languages
Mr. Siddharth Menon
Hiring manager
Head of Product & Business (hiring manager, non-tech roles)
Structured, numbers-first, quietly demanding.
Male voice · 3 languages
Mr. Aditya Raghunath
Technical lead
Senior Manager, Technology Consulting (SAP, cloud, data and cyber), Big 4 global delivery centre (Bengaluru); technical interviewer for technology analyst and consultant campus hiring
Practical, calm, fond of real client examples, impatient with buzzwords.
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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