From our research
What this interview looks like
These companies hire from campus through an online assessment followed by two to four interview rounds held on a single day or across a week. Amazon runs coding rounds and a Bar Raiser round built entirely on Leadership Principles stories; Microsoft and Google run DSA and design rounds plus a culture or 'Googleyness' discussion; Flipkart, Swiggy and Zepto add a machine-coding or low-level design round. Deloitte USI, EY GDS, KPMG and PwC run a group discussion or case, a technical or case interview and an HR round. Goldman Sachs, JPMorgan and Morgan Stanley run two or three back-to-back interviews that mix accounting, valuation, markets and behavioural questions; Barclays, Citi and HSBC lean on strengths-based and competency interviews. ZS and Mu Sigma run data cases and guesstimates; APM programmes run product-sense, metrics and execution rounds. ExamPilot compresses the loop into one 17-minute panel: an HR screen, a hiring-manager round in the Amazon Bar Raiser style on your real projects, a role round that talks through code, a case, a model or a product problem, a Leadership Principles STAR round, and a closing. Real loops are pass or fail per round and the hiring manager or bar raiser holds a veto; here every round is scored against the corporate rubric with feedback on the specifics and numbers you did and did not give.
Choose your role
4 roles available
Each role has its own panel, rounds and domain list.
What to expect
5 rounds, one after another
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. Karthik Venkataraman2–3 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.
Mr. Karthik Venkataraman2–2 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 interview.
Ms. Neha Kulkarni
ChairHR member
HR business partner, IT services
Friendly, efficient, detail-checking.
Female voice · 4 languages
Mr. Karthik Venkataraman
Hiring manager
Senior Engineering Manager and Bar Raiser, Amazon (Bengaluru); sits on SDE campus and SDE-1 loops across India
Calm, data-hungry, relentlessly specific, never impressed by adjectives.
Male voice · 2 languages
Ms. Ananya Sen
Technical lead
Staff engineer / technical lead
Curious, precise, collaborative.
Female voice · 3 languages
Mr. Rohit Deshmukh
HR member
Campus talent-acquisition lead, IT services
Energetic, encouraging, checks fundamentals of attitude.
Male voice · 4 languages
Ms. Devika Nair
Hiring manager
Senior Manager, Consulting (Strategy and Analytics), Big 4 firm (Gurugram); leads campus case rounds for analyst and consultant hiring
Sharp, structured, encouraging when the candidate thinks aloud, impatient with memorised frameworks.
Female 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
Ms. Tanvi Bhatia
Hiring manager
Vice President — skip-level manager on promotion and leadership panels
Senior, listens more than she speaks, tests judgement.
Female voice · 3 languages
Mr. Siddharth Mehrotra
Technical lead
Vice President, Investment Banking Division, global bank (Mumbai); interviews analyst and summer-analyst candidates from campus
Fast, numerate, direct, respects honest 'I don't know' over a confident wrong answer.
Male voice · 2 languages
Mr. Vikram Malhotra
Hiring manager
Engineering manager / Regional manager (hiring manager)
Direct, outcome-focused, fair but demanding.
Male voice · 2 languages
Languages
Answer in the language you think in
Interviewers speak and understand each language natively. 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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