From our research
What this interview looks like
KPMG's campus process typically begins with an online assessment covering aptitude, logical reasoning and English, and some drives add a spoken-English test, a group discussion or a short case exercise.
Shortlisted candidates typically face a technical or domain interview with a manager or associate director from the practice: accounting, audit procedures, controls and ratios for audit associates, and networking, security fundamentals, identity and access and a scenario for cyber analysts.
A second interview with a director or partner is common for the India firm, and KGS drives typically run a managerial round instead, before an HR conversation on service line, location, overlap hours for KGS roles and any pending CA, CMA or certification attempts. Round counts and durations vary by office and drive, so verify them against the invitation.
Englio compresses the loop into a 17-minute panel: HR screen, a hiring-manager round, a domain or technical round in your chosen post, a short STAR behavioural round and a closing on expectations, scored on role knowledge, problem solving, communication and attitude.
How it is weighted
The assessment shortlists and the interviews decide. The technical interviewer checks fundamentals and whether the candidate can reason through an incident or a review. The manager checks client communication and ethics around scope and confidentiality. HR checks location and certification plans. 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 KPMG's online assessment for cyber security and technology consulting roles, which typically tests aptitude, reasoning, English and basic technical knowledge. The technical interview typically covers networking, security fundamentals, identity and access, vulnerability management, a governance or compliance scenario and the final-year project; a managerial or partner round and an HR round follow.
Process pattern as of recent drives.
The panel focuses on
- Networking and security fundamentals explained in plain words
- Identity and access: MFA, least privilege and what single sign-on does at login
- Vulnerability findings: prioritising with CVSS and reporting them to a client
- Governance and compliance: ISO 27001, SOC 2, RBI and SEBI cyber guidelines, DPDP Act
- Triaging a phishing report or an alert and knowing when to escalate
- Ethics: staying within scope and handling a client breach confidentially
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. Arvind Raghavan
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. Arvind Raghavan
Hiring manager
Mr. Aditya Raghunath
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. Arvind Raghavan2–3 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.
Mr. Aditya Raghunath3–4 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. Arvind Raghavan2–2 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. Arvind Raghavan
Hiring manager
Chief Information Security Officer, mid-size fintech; ex-Big Four cyber practice
Calm, business-minded, intolerant of jargon without judgement.
Male voice · 4 languages
Mr. Aditya Raghunath
Technical lead
Senior Manager, Technology Consulting (SAP, cloud, data and cyber), Big 4 global delivery centre (Bengaluru); technical interviewer for technology analyst and consultant campus hiring
Practical, calm, fond of real client examples, impatient with buzzwords.
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
- 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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