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
The DSA rounds are the gate, the low-level design round decides whether your code can be extended by someone else, high-level design separates SDE-2 and above, and the hiring-manager round checks ownership, honesty about what you built and comfort with peak-hour on-call.
Candidates who design elegantly but cannot say what happens when a call times out are a common 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 who have cleared Swiggy's online coding test or referral screen and are facing the loop: data structures and algorithms, low-level design or machine coding, high-level design for SDE-2 and above, and the hiring-manager round. Swiggy does not publish degree cut-offs or a fixed round count; the pattern here is what candidates typically report as of recent cycles.
The panel focuses on
- DSA at Swiggy depth: hashmaps, heaps, sliding window, graphs and one DP problem with complexity
- Low-level design of a cart, coupon, assignment or rate-limiter problem with extensibility shown live
- High-level design for real-time delivery: assignment, tracking, ETA, dark-store inventory
- Concurrency and idempotency: two partners accept one order, a retried payment
- Incidents at peak: what you check first when latency spikes on a rainy evening
- Ownership and pace: what you personally built, what broke in production, and what you changed
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. Ritika Bansal
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
Ms. Ritika Bansal
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.
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.
Ms. Ritika Bansal2–3 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. Ritika Bansal2–2 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
Ms. Ritika Bansal
Hiring manager
Senior Engineering Manager, consumer-internet company (Bengaluru); earlier at Flipkart and Swiggy, where she ran machine-coding and low-level-design panels for SDE campus and lateral loops
Fast, direct, product-minded, impatient with hand-waving.
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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