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Razorpay SDE Interview

Software Development Engineer (backend / full-stack)

Candidates who have cleared Razorpay's coding screen and are scheduled for the loop, which typically includes a machine-coding round and, for experienced candidates, a system-design round and a resume deep dive with the hiring manager.

Final-year engineering students and engineers with up to about five years of experience; B.E., B.Tech, M.Tech or equivalent, or a strong portfolio 5 rounds · ≈ 17 min 1 domain 3 languages 3-member panel or 1:1
3 AI interviewers · hand over between rounds

From our research

What this interview looks like

Razorpay's engineering loop typically has a coding screen, a data-structures round, a machine-coding or low-level design round in which the candidate builds a small working system, a high-level design round for mid-level and senior candidates, and a hiring-manager round, followed by an HR conversation on fitment and compensation.

It is conducted over video or at the Bengaluru office by engineers and managers from the hiring team. Candidates have reported that payment-specific themes recur: idempotent APIs, reconciliation, webhook reliability and what happens when a bank is slow, because Razorpay sits between merchants and banks and operates under RBI's payment-aggregator framework.

Product-manager loops typically run a product-sense case on a merchant problem, a metrics and analytics round, an execution or prioritisation round with the product lead, and a leadership or founder-level conversation for senior roles. Round counts and durations vary by team and level, so treat them as typical.

ExamPilot compresses the loop into a 17-minute panel: HR screen, a hiring-manager round on your work and a Razorpay scenario, a role round in your chosen specialisation, a short STAR behavioural round and a closing on expectations, scored on role knowledge, problem solving, communication and attitude.

How it is weighted

The machine-coding and design rounds decide the level, and the hiring-manager round checks ownership of production systems and incidents. 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 Razorpay's coding screen and are scheduled for the loop, which typically includes a machine-coding round and, for experienced candidates, a system-design round and a resume deep dive with the hiring manager. Process pattern as of recent cycles; rounds vary by team.

The panel focuses on

  • Machine coding: a small payment or ledger system with clean entities, a working happy path and one extension under time
  • Idempotency, retries, webhooks and reconciliation when a bank or card network is slow or returns an ambiguous response
  • High-level design of a payment gateway component: routing across banks, a settlement job, a rate limiter, with consistency and failure modes stated
  • Databases and concurrency: double-spend protection, isolation levels, and why a ledger is append-only
  • Your project: what you personally built, what broke, and what you measured
  • Why Razorpay, how a payment aggregator makes money, and what RBI's rules mean for the engineering you would do

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

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.

  1. Round 1

    HR screen

    · 3:00

    Understand background, motivation for this role and company, and basic logistics; check that the resume story holds together.

    Ms. Sana Merchant    2–3 questionsup to 1 follow-up each
  2. Round 2

    Hiring-manager round

    · 4:00

    Assess 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. Divya Raghunathan    2–3 questionsup to 2 follow-ups each
  3. Round 3

    Role / technical round

    · 5:00

    Test role knowledge and problem-solving in the chosen specialisation: fundamentals, one scenario to think through aloud, and trade-offs.

    Mr. Nikhil Agarwal    3–4 questionsup to 2 follow-ups each
  4. Round 4

    Communication & behavioural round

    · 3:00

    Assess collaboration, conflict handling, resilience and clarity of expression through Situation–Task–Action–Result examples.

    Ms. Divya Raghunathan    2–2 questionsup to 1 follow-up each
  5. Round 5

    Expectations & closing

    · 2:00

    Cover practical expectations and let the candidate ask questions; close professionally.

    Ms. Sana Merchant    1–2 questions

Meet the panel

Your AI interviewers

Distinct personas, voices and questioning styles, briefed on this role.

Ms. Sana Merchant

Chair

HR member

Talent Partner, consumer-internet and fintech startups (Bengaluru and Gurugram); runs HR screens and offer conversations for tech, product and business roles

Warm, quick, candid about startup realities.

Female voice · 3 languages

Ms. Divya Raghunathan

Hiring manager

Engineering Manager, UPI and payments platform, consumer fintech (Bengaluru); runs SDE and machine-coding loops

Direct, calm, reliability-obsessed, generous with hints.

Female voice · 4 languages

Mr. Nikhil Agarwal

Technical lead

Staff Engineer, consumer internet (food delivery, quick commerce and marketplaces); design-round and bar-raiser interviewer

Curious, fast, collaborative, allergic to memorised answers.

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

  1. 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.

  2. Only what you actually said counts

    Feedback quotes your own answers. Rounds you skip show as “Not assessed” rather than a zero.

  3. Communication is always measured

    Fluency, clarity, confidence and structure are tracked across the whole interview, in any language.

  4. 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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