From our research
What this interview looks like
Goldman Sachs typically screens applications and then runs a recorded video interview on the HireVue platform with behavioural and motivation questions. Engineering and strats applicants typically sit an online coding or aptitude assessment on HackerRank before or alongside it.
Shortlisted candidates are invited to a final round, often called a superday, which is typically a series of back-to-back interviews of around thirty minutes each with analysts, associates, vice presidents and sometimes a managing director from the division, mixing technical questions, probability or market questions and behavioural questions tied to the firm's Business Principles.
Engineering loops typically include a live coding session; strats loops lean on probability, statistics and programming; operations, risk and controllers loops probe the trade life cycle, controls and attention to detail. Summer analyst internships are the main campus route and typically convert into new analyst offers.
The number of interviews, the platforms used and the timelines vary by division and year, so verify them against the current posting.
Englio compresses the loop into a 17-minute panel: HR screen, a hiring-manager round with Goldman specific questions, a role round in your chosen profile, a short STAR behavioural round and a closing on expectations, scored on role knowledge, problem solving, communication and attitude.
How it is weighted
The technical interviews decide: data structures and algorithms with clean code and complexity for engineers, probability, statistics and programming for strats, and a design or project conversation for both. Behavioural questions tied to the Business Principles run through every interview and a weak one can end the loop.
Here each round is scored against the corporate rubric (role knowledge 30, problem solving 25, communication 25, attitude 20).
Who this is for
Students and graduates shortlisted for the engineering campus programme, summer analyst internships or strats roles at the Bengaluru and Hyderabad offices, typically after an online coding or aptitude assessment on HackerRank and a recorded video interview, with a final round of several technical and behavioural interviews including live coding. Lateral engineers follow a similar loop.
Process pattern as of recent cycles; verify against the current posting.
The panel focuses on
- Data structures and algorithms talked through aloud: brute force, better approach, complexity, edge case
- Object-oriented design of a trade or order model and the tests you would write
- Concurrency, determinism and resilience: why a bank's code must be correct before fast
- For strats: probability puzzles, regression assumptions, pricing intuition and Monte Carlo
- The HireVue and superday loop and why Goldman over big tech or a startup
- Project stories as an engineer: what broke, how you tested, and taking a hint gracefully
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. Abhishek Iyer
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. Abhishek Iyer
Hiring manager
Ms. Meghna Rao
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. Abhishek Iyer2–3 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. Meghna Rao3–4 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. Abhishek Iyer2–2 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. Abhishek Iyer
Hiring manager
Executive Director, Operations and Risk, global investment bank (Bengaluru and Mumbai); runs analyst superday and video-interview loops for operations, risk, finance and technology programmes
Composed, precise, courteous, tests composure under correction.
Male voice · 3 languages
Ms. Meghna Rao
Technical lead
Vice President, Engineering, global investment bank's Bengaluru engineering centre; interviews analyst and associate software engineers and quant-adjacent hires
Calm, exact, collaborative, allergic to memorised solutions.
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
- 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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