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 case and fit rounds decide. Interviewers check structure before numbers, assumptions stated aloud, a sanity check, the right first analysis for a dataset, and a one-line insight with its caveat. The fit round checks ownership and how the candidate takes a hint.
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 and, where used, the recorded video interview for the Decision Analytics Associate role. The live interviews typically include a case built around pharma sales or patient data described aloud, a guesstimate, a data-literacy question on SQL, Excel or basic statistics, and a fit conversation on teamwork, ownership and motivation for analytics consulting.
Process pattern as of recent drives; check the invitation for the current cycle.
The panel focuses on
- Case interviews with data described aloud: the first analysis and what the output looks like
- Guesstimates and market sizing with assumptions and a sanity check
- Statistics in plain words: mean versus median, correlation versus causation, significance
- SQL and Excel talked through, including a join that duplicated rows
- Pharma commercial basics: prescribers, payers, sales-force effectiveness
- One chart, one sentence, one recommendation, one caveat
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.
Ms. Neha Kulkarni
HR member
Ms. Priyanka Raghavan
Hiring manager
Ms. Shweta Kulkarni
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.
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.
Ms. Shweta Kulkarni3–4 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.
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
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
Ms. Shweta Kulkarni
Technical lead
Manager, Decision Analytics, analytics consulting firm (Pune); runs case and guesstimate rounds for decision analytics associate campus hiring
Curious, numerate, encouraging while you think aloud, blunt when you skip the sanity check.
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
- 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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