FIS (the payments/fintech infrastructure company, not Fidelity Investments or Fidelity National Financial) recruits heavily on Indian engineering campuses for its IT Trainee role. The dominant loop candidates describe is a Mettl-hosted online assessment (aptitude MCQs plus 2 coding questions), followed by one or two technical interviews focused on DSA, OOP/DBMS/OS/networking fundamentals, project deep-dives, and an HR round covering fit, location preference and Why FIS. FIS's own careers page describes an experienced-hire path: recruiter screen plus on-demand video interview, hiring-manager interview or assessment, then a further technical interview before offer.
These 4 writeups cover software engineering, intern fresher roles, India campus (CS/IT freshers). All of them were posted under a pseudonym (Reddit, GeeksforGeeks or forum handles), so we could not verify the authors’ identities.
Typical rounds
3.33-4 range
Outcomes shared
2/1offer / not
Most common round
Technical
Sources span
2022 - 2023
Most frequently reported · Behavioral(4), Data structures & algorithms(4), Aptitude(3), DBMS(3), OOP(3)
Fidelity National Information Services’s official process
FIS's University Program page lays out a 5-step hiring process: (1) submit application, (2) recruiter screen plus an on-demand recorded video interview, (3) hiring-manager interview or assessment, (4) an additional interview or technical interview, (5) offer and onboarding. Experienced-hire descriptions on the site follow the same recruiter-then-technical-then-manager pattern, with roles often gated by a role-specific technical or scenario screen.
Data structures & algorithms·Aptitude·OOP·DBMS·SQL·Operating systems·Networking·Past projects·Behavioral
Interview experiences at Fidelity National Information Services
Outcome
IT Trainee (software)
New grad
Outcome not shared3 rounds
1
DSA technicalTechnical
Two coding problems solved in Notepad (find two array elements closest to zero, next greater element in an array), with the interviewer pressing on time and space complexity and asking for the space-optimal solution.
Video call opening with self-introduction, a deep-dive on the candidate's favourite resume project, and behavioural questions on working outside the comfort zone, resolving conflict with colleagues, and how the candidate keeps their technical knowledge current.
Covered · Past projects, Behavioral, Conflict handling
3
HRBehavioral
Short HR video call: preferred tech stack and language, willingness to relocate, strengths and weaknesses and how the candidate would improve on the weaknesses.
Mettl-hosted test with aptitude, technical MCQs and two coding questions: sum of the k largest elements under a tight time-complexity bar, and counting distinct 4-digit years appearing in a paragraph.
Covered · Aptitude, Data structures & algorithms
2
Technical interviewTechnical
35-40 minute interview with a hiring manager: project deep-dive (purpose, tech stack, what makes it different), then OOP and SDLC, why Agile, OSI layers with a dive into TCP vs UDP at the transport layer, and encryption vs decryption. Ended with behavioural questions on adopting new tech.
Covered · Past projects, OOP, Networking, DBMS
3
HRBehavioral
30-35 minute HR call: re-explain the projects, what the candidate knows about FIS, family background and location preferences. 7 candidates from the college were selected after this round.
In-lab OA on campus with aptitude plus two coding questions, one medium and one easy. 17 of 152 candidates cleared this stage.
Covered · Aptitude, Data structures & algorithms
2
Technical interview 1Technical
Offline same-day campus interview covering OOP fundamentals, an SQL query for the third-highest salary, why we need an OS, past-internship discussion, joins and normalization.
Covered · OOP, SQL, Operating systems, DBMS
3
HRBehavioral
Standard HR: tell me about yourself, why FIS, 5-year plan, two short puzzles and location preference. 11 of 17 advanced; 4 got immediate offers.
Covered · Behavioral, Puzzles, STAR stories
4
Technical interview 2 (delayed)Technical
Rescheduled by HR two weeks later. Broader technical: multithreading and how the OS supports it, why React over other frameworks, class components vs hooks with a real usage example, JDBC vs ODBC, data abstraction, Java collections, SQL joins, and a hypothetical greenfield-project design discussion.
One-hour proctored OA with MCQs and two coding questions, run through the campus placement drive.
Covered · Aptitude, Data structures & algorithms
2
Technical interviewTechnical
30-minute technical after a ~3 month delay from the OA. Python fundamentals and 'why Python', OOP concepts, reverse a string without an extra variable, normalization and its types, an SQL query for the third and fourth highest salary, plus a couple of scenario-based questions.
Covered · DBMS, SQL, Data structures & algorithms, Networking, OOP
3
HR follow-up (no interview)Final
Two months later HR called to say the role had been closed or filled and the candidacy would not move forward - the offer never materialised.
Fidelity National Information Services interviews: FAQ
What is the interview process like at Fidelity National Information Services?
FIS (the payments/fintech infrastructure company, not Fidelity Investments or Fidelity National Financial) recruits heavily on Indian engineering campuses for its IT Trainee role. The dominant loop candidates describe is a Mettl-hosted online assessment (aptitude MCQs plus 2 coding questions), followed by one or two technical interviews focused on DSA, OOP/DBMS/OS/networking fundamentals, project deep-dives, and an HR round covering fit, location preference and Why FIS. FIS's own careers page describes an experienced-hire path: recruiter screen plus on-demand video interview, hiring-manager interview or assessment, then a further technical interview before offer.
What topics does Fidelity National Information Services test in interviews?
Commonly reported topics include Data structures & algorithms, Aptitude, OOP, DBMS, SQL, Operating systems.
These guides summarize public, first-hand interview experiences shared by candidates. They describe the shape of each loop and the topics that came up, not a leaked question bank, and every experience links back to its original source. Processes change often. Treat this as directional prep, not a script.