From our research
What this interview looks like
For software engineers Swiggy typically starts with an online coding test or a referral screen and then runs a loop of typically three to five interviews, each around an hour and often spread over a few days: one or two data-structures and algorithms rounds, a low-level design or machine-coding round built around an ordering, delivery or coupon problem, a high-level system-design round for SDE-2 and above that leans on real-time and geospatial problems such as delivery-partner assignment or Instamart inventory, and a hiring-manager round on projects, ownership and fit with Swiggy's pace.
Operations, Instamart category and growth analytics candidates, hired from management and engineering campuses and laterally, typically see a case or guesstimate round, an operations or category problem-solving conversation, an analytics round with SQL or Excel reasoning, and an HR conversation. City-operations roles may include a field visit or a conversation with a zonal lead.
Swiggy's business has broadened from food delivery to Instamart quick commerce, dining out and ten-minute food delivery, and interviewers expect candidates to know what the company does today. Round counts, their order and timelines vary by team, level and year, and Swiggy does not publish cut-offs, so treat what you read online as a pattern.
ExamPilot compresses the loop into a 17-minute panel: an HR screen, a hiring-manager round on your past work, a coding, design or operations round in your chosen specialisation, a behavioural round in STAR form, and a closing on expectations, scored on role knowledge, problem solving, communication and attitude.
How it is weighted
Structured problem solving on a real operations situation and comfort with numbers carry the most weight. The category or growth conversation checks whether you understand unit economics and experiments, and the HR round checks ownership and willingness to be on the ground during peaks.
Answers that never reach a number, or that treat delivery partners and restaurant partners as abstractions, are common reasons for a no. Here each round is scored against the corporate rubric (role knowledge 30, problem solving 25, communication 25, attitude 20).
Who this is for
Candidates shortlisted for Swiggy's city or zonal operations, Instamart category or growth and analytics roles through campus placements or lateral application. The loop typically mixes a case or guesstimate round, an operations or category problem-solving conversation, an analytics round with SQL or Excel reasoning and an HR conversation, and may include a field visit for operations roles.
Swiggy does not publish cut-offs or a fixed loop; the pattern here is what candidates typically report.
The panel focuses on
- What a city or zonal operations role runs: partner supply, store and restaurant performance, service levels, cost per order
- Operations cases: partner shortage on a rainy Saturday, a dark store stocking out, ETA breaches rising
- Unit economics of a food-delivery and quick-commerce order, worked aloud
- Guesstimates and sizing with stated assumptions and a sanity check
- SQL and Excel reasoning and designing an A/B test with a partner guardrail
- Field realities, weekend peaks and why operations or growth rather than a desk role
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.
Mr. Ankit Verma
HR member
Mr. Siddharth Menon
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.
Mr. Ankit Verma2–3 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.
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.
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.
Mr. Ankit Verma1–2 questions
Meet the panel
Your AI interviewers
Distinct personas, voices and questioning styles, briefed on this role.
Mr. Ankit Verma
ChairHR member
Talent partner, e-commerce and quick-commerce (Bengaluru); runs campus and lateral hiring loops for technology, operations and analytics roles
Friendly, brisk, organised, honest about the hard parts of the job.
Male voice · 3 languages
Mr. Siddharth Menon
Hiring manager
Head of Product & Business (hiring manager, non-tech roles)
Structured, numbers-first, quietly demanding.
Male voice · 3 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
- 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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