From our research
What this interview looks like
ZS's campus process typically starts with an online assessment that combines aptitude, logical reasoning and a short case or data-interpretation section, and many drives add a recorded video interview with fit questions before any live round.
Shortlisted candidates then typically face two or three live interviews with associates, managers and principals: for decision analytics, a case interview built around a described dataset, a guesstimate and a data-literacy question, plus a fit conversation on teamwork and motivation.
For business technology solutions, a technical interview on SQL, a programming language, data pipelines and the project, plus a case-style problem and a fit conversation. Some drives include a short group exercise. Round counts and durations vary by campus and year, so verify them against the invitation.
Englio compresses the loop into a 17-minute panel: HR screen, a hiring-manager round, a case 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 and video interview shortlist; the live technical, case and fit rounds decide. Interviewers check SQL and programming fundamentals, whether the candidate can reason about how data moves and breaks, a small design talked through with one trade-off, and the ability to explain a technical decision to a non-technical client.
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 ZS's online assessment, which for technology roles typically includes a coding or SQL section, and where used the recorded video interview.
The live interviews typically include a technical round on SQL, Python or Java, data pipelines, cloud basics and the final-year project, a case-style problem on building a solution for a pharma client, and a fit conversation on ownership and teamwork. Process pattern as of recent drives.
The panel focuses on
- SQL on prescriber and sales tables: joins, window functions, deduplication
- Python or Java fundamentals with a small problem and an edge-case dry run
- Source-to-warehouse flow and what you check after a load
- Low-level design of a small service with one trade-off
- Debugging a doubled nightly job or a stale dashboard
- Explaining a technical decision to a ZS principal or pharma client
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. Priyanka 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.
Mr. Rohit Deshmukh
HR member
Ms. Priyanka 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.
Mr. Rohit Deshmukh2–3 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. Priyanka 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.
Ms. Priyanka Raghavan2–2 questionsup to 1 follow-up each - Round 5
Expectations & closing
· 2:00Cover practical expectations and let the candidate ask questions; close professionally.
Mr. Rohit Deshmukh1–2 questions
Meet the panel
Your AI interviewers
Distinct personas, voices and questioning styles, briefed on this role.
Mr. Rohit Deshmukh
ChairHR member
Campus talent-acquisition lead, IT services
Energetic, encouraging, checks fundamentals of attitude.
Male voice · 4 languages
Ms. Priyanka Raghavan
Hiring manager
Head of Data & Analytics, consumer internet company (hiring manager for data, analytics and ML teams)
Sharp, numbers-first, allergic to dashboards nobody acts on.
Female voice · 3 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)
Keep exploring