From our research
What this interview looks like
KPMG's campus process typically begins with an online assessment covering aptitude, logical reasoning and English, and some drives add a spoken-English test, a group discussion or a short case exercise.
Shortlisted candidates typically face a technical or domain interview with a manager or associate director from the practice: accounting, audit procedures, controls and ratios for audit associates, and networking, security fundamentals, identity and access and a scenario for cyber analysts.
A second interview with a director or partner is common for the India firm, and KGS drives typically run a managerial round instead, before an HR conversation on service line, location, overlap hours for KGS roles and any pending CA, CMA or certification attempts. Round counts and durations 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. The domain interviewer checks whether the candidate can match an assertion to a procedure and reason about evidence. The manager or partner checks reliability, scepticism and composure. HR checks location flexibility and exam plans. 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 KPMG's online assessment for audit and assurance associate roles and any group discussion the drive used. The interviews typically probe accounting fundamentals, audit assertions and procedures, internal controls, ratio analysis, professional ethics and the candidate's plans for CA or CMA exams alongside a busy-season workload.
Process pattern as of recent drives; check the invitation for the current cycle.
The panel focuses on
- Audit assertions matched to the procedure that tests each
- Accounting fundamentals applied to a simple contract, provision or depreciation change
- Internal controls on a sales or purchase process and the control that catches a fictitious entry
- Ratios and analytical procedures reasoned aloud
- Professional scepticism, independence and saying no to a shortcut
- Busy-season teamwork and a realistic CA or CMA exam plan
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. Arvind Raghunathan
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. Arvind Raghunathan
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.
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. Arvind Raghunathan2–3 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.
Mr. Arvind Raghunathan2–2 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. Arvind Raghunathan
Hiring manager
Audit & Assurance Partner, Big 4 firm (Mumbai); hires articled trainees, associates and CA freshers
Precise, unhurried, allergic to bluffing, generous with a candidate who reasons honestly.
Male voice · 4 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
- 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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