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 technical rounds decide: programming fundamentals, SQL, a project deep dive and an understanding of how a digital banking transaction flows carry most of the weight. The managerial round checks ownership and why in-house bank technology, and HR checks fit and logistics.
Here each round is scored against the corporate rubric (role knowledge 30, problem solving 25, communication 25, attitude 20).
Who this is for
Candidates applying to ICICI Bank's technology, digital banking and data teams through campus drives or lateral openings. Software candidates have typically cleared an online coding test; data candidates typically face an aptitude or SQL exercise. The loop is typically one or two technical interviews followed by a managerial and HR round.
Process pattern as of recent drives; verify against the current opening.
The panel focuses on
- Programming fundamentals and one problem talked through with complexity
- SQL, transactions and indexing on a banking transactions table
- How a UPI or iMobile Pay transaction flows from app to switch to core banking, with retries and reconciliation
- Security, two-factor authentication, data localisation and incident reporting a bank lives with
- Dashboards, churn flags and the difference between a model and a rule
- Project ownership and why ICICI Bank's technology team over an IT services firm or a startup
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 Raghavan
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
Ms. Priyanka Raghavan
Hiring manager
Ms. Ananya Sen
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.
Ms. Priyanka Raghavan2–3 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. Ananya Sen3–4 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 Raghavan2–2 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
Ms. Priyanka Raghavan
Hiring manager
Head of Data & Analytics, consumer internet company (hiring manager for data, analytics and ML teams)
Sharp, numbers-first, allergic to dashboards nobody acts on.
Female voice · 3 languages
Ms. Ananya Sen
Technical lead
Staff engineer / technical lead
Curious, precise, collaborative.
Female 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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