From our research
What this interview looks like
PhonePe runs one of the largest UPI platforms in India by transaction volume, and its engineering interviews reflect that: a typical loop has a coding screen, one or two data-structures rounds, a machine-coding or low-level design round where the candidate writes working code for a small system in about ninety minutes, a high-level design round for experienced candidates, and a hiring-manager round, with HR covering fitment and compensation last.
Interviewers are engineers from the hiring team, the loop is on video or at the Bengaluru office, and candidates have reported that reliability, idempotency and failure handling come up in almost every round because a payment that fails twice is a customer complaint.
Risk, fraud and business-analyst roles typically see an SQL and case round, a conversation with the risk or business lead on fraud patterns, rule design and trade-offs between fraud losses and customer friction, and a culture round. Round counts and durations vary by team and level, so treat them as typical rather than fixed.
Englio compresses the loop into a 17-minute panel: HR screen, a hiring-manager round on your work and a PhonePe scenario, a role round in your chosen specialisation, a short STAR behavioural round and a closing on expectations, scored on role knowledge, problem solving, communication and attitude.
How it is weighted
The case and SQL rounds filter, and the lead conversation decides: interviewers weigh whether the candidate can reason about fraud patterns and false positives with numbers, design a rule they can defend, and explain a trade-off to a product manager. 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 analyst roles in risk, fraud, trust and safety, merchant risk or business analytics at PhonePe, who have typically cleared an SQL and case assessment. The loop then moves to the risk or business lead and a culture round. Process pattern as of recent cycles.
The panel focuses on
- Fraud patterns in UPI and wallets: collect-request scams, account takeover, merchant mule accounts, refund abuse, and the signals each leaves
- Rule and threshold design: precision versus recall, false-positive cost in customer friction, and how you would measure a rule after launch
- SQL and Excel aloud: funnel by device and city, a cohort of first-time payers, a join that double-counts transactions
- Metrics judgement: a success-rate dip, a chargeback spike, a merchant onboarding backlog, root-caused with a segmentation plan
- Regulatory awareness at analyst level: RBI customer-liability rules for unauthorised transactions, NPCI dispute processes, KYC basics
- Communicating a risk decision to product, business and customer-support teams who want different things
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. Karthik Venkatesan
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. Karthik Venkatesan
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.
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 Venkatesan2–3 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. Karthik Venkatesan2–2 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. Karthik Venkatesan
Hiring manager
Director, Business and Product Operations, consumer internet and fintech (Bengaluru); hires analysts, product managers, category and growth managers
Sharp, numbers-first, fair, impatient with jargon.
Male voice · 4 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
- 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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