From our research
What this interview looks like
For the PO programme and branch roles, ICICI Bank typically runs an online aptitude test and a psychometric assessment, followed by a personal interview, which in many drives is a panel of two or three members from business and HR and in others a one-on-one with a branch or regional head. Some drives add a group discussion.
The interview probes why banking, basic product and economy awareness, customer-handling scenarios, comfort with sales targets and willingness to be posted anywhere in India. PO programme candidates are typically interviewed before the classroom phase and join as deputy managers on completion, so the panel also checks that they understand the programme and its terms.
Technology and data hiring typically runs an online coding or aptitude test, one or two technical interviews on programming, SQL, a project and the bank's digital stack, and a managerial plus HR round. Round counts, durations and panel sizes vary by drive and change from year to year, so verify them against the current cycle.
ExamPilot compresses the loop into a 17-minute panel: HR screen, a hiring-manager round with ICICI Bank specific questions, a role 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 interview decides: the tests only shortlist. Panels weigh banking awareness, customer-handling judgement, communication in English and the local language, comfort with targets and posting flexibility; honesty about weaknesses counts more than polish. Here each round is scored against the corporate rubric (role knowledge 30, problem solving 25, communication 25, attitude 20).
Who this is for
Graduates applying to the ICICI Bank Probationary Officer programme, typically with a minimum percentage and an upper age limit set by the bank for the cycle, and candidates for relationship manager, privilege banker, wealth and branch sales roles through campus, off-campus and referral drives. Candidates have typically cleared an online aptitude test and a psychometric assessment before the interview.
Process pattern as of recent drives; check the bank's careers page for the current cycle.
The panel focuses on
- Why banking and why ICICI Bank, with specifics beyond the brand
- Liability products, CASA and deposits explained to a trader or a salaried customer
- KYC, video KYC, re-KYC and the AML red flags a branch officer must escalate
- Retail loans, CIBIL and what to tell a customer whose loan was declined
- Selling third-party products responsibly and handling a mis-selling complaint
- The PO programme terms, posting anywhere in India and the realities of branch targets
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. Priyanka Bhattacharya
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. Ritika Sharma
HR member
Ms. Priyanka Bhattacharya
Hiring manager
Ms. Shalini Krishnan
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. Ritika Sharma2–3 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. Priyanka Bhattacharya2–3 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.
Ms. Shalini Krishnan3–4 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. Priyanka Bhattacharya2–2 questionsup to 1 follow-up each - Round 5
Expectations & closing
· 2:00Cover practical expectations and let the candidate ask questions; close professionally.
Ms. Ritika Sharma1–2 questions
Meet the panel
Your AI interviewers
Distinct personas, voices and questioning styles, briefed on this role.
Ms. Ritika Sharma
ChairHR member
Talent acquisition lead, branch banking and campus programmes, large private-sector bank (Mumbai); runs Future Bankers and PO programme hiring and NBFC sales hiring drives
Warm, quick, organised, alert to candidates who have not read the offer.
Female voice · 4 languages
Ms. Priyanka Bhattacharya
Hiring manager
Regional Head, Branch Banking and Retail Assets, private-sector bank (East & North-East)
Brisk, warm, target-literate, intolerant of mis-selling.
Female voice · 4 languages
Ms. Shalini Krishnan
Technical lead
Senior functional lead — business roles (finance, sales, marketing, HR, CX, product)
Practical, scenario-driven, warm but exact.
Female 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
- हिंदीHindi
- 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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