JPMorgan Chase runs two visibly different funnels. For its front-office finance roles (investment banking, markets, private bank, commercial banking, risk, research) the shape is almost always the same: an online application or a networking/insight event, a recorded HireVue video screen (sometimes preceded by a pymetrics-style game assessment), then a virtual or in-person Superday of two or three back-to-back 25-30 minute interviews that skew heavily behavioral, with light valuation, markets-view or brainteaser probing depending on the desk. For technology hiring, especially in India, the funnel is a CGPA-gated resume screen, a one-hour HackerRank test of two easy-to-medium DSA problems, a HireVue recorded video round, and then either the Code for Good hackathon (which doubles as the final interview for campus intake) or two to three live technical rounds on DSA, Java/OOP and design plus a short informal VP or HR conversation. Quant and quant-model-risk hiring is the outlier: a long chain of six or so interviews built on stochastic calculus and probability proofs.
These 28 writeups cover software engineering, data & science, investment banking and other roles. All of them were posted under a pseudonym (Reddit, GeeksforGeeks or forum handles), so we could not verify the authors’ identities.
Typical rounds
2.21-4 range
Outcomes shared
14/8offer / not
Most common round
Final
Sources span
2014 - 2026
Most frequently reported · Behavioral(26), Domain knowledge(11), Data structures & algorithms(9), Arrays & strings(8), Past projects(7)
JPMorgan Chase’s official process
The firm's own careers page frames hiring as four stages (Explore, Apply, Interview, Decision) and says selected candidates will meet several people across multiple rounds. It is deliberately generic: it offers resume and authenticity advice and points to a digital handbook and FAQs, and it does not name HireVue, the game-based assessment, the Superday format or any coding challenge, all of which candidates consistently report.
A one-hour HackerRank test with two problems the author rated easy to medium, drawn from standard data-structure and algorithm material.
Covered · Data structures & algorithms, Arrays & strings
2
HireVue video interviewPhone screen
A recorded video round of roughly half an hour with two attempts allowed per question, covering career motivation and lessons learned; the author advises answering in STAR form and treating it as a formal interview.
Covered · Behavioral, STAR stories
3
Code for Good hackathonFinal
A 24-hour team hackathon building a solution to a real NGO problem statement, including a separate half-hour one-on-one conversation with the assigned mentor that functions as the real final interview.
A 90-minute HackerRank test with two problems, one an interval-merging exercise and one a binary-string substring count; the author found both standard.
Covered · Arrays & strings, Data structures & algorithms
2
HireVue video interviewPhone screen
A short recorded round of pre-set questions on strengths, weaknesses and learning from setbacks, with two attempts per question; the author reports this stage eliminated the most people.
Covered · Behavioral, STAR stories
3
Code for Good hackathonFinal
A multi-day event with 92 teams of six to eight, running workshops, an NGO problem statement, mentor check-ins, a GitHub submission and a judged live demo. The author reports four of six teammates got offers despite not placing top three, because judging weighted problem-solving approach and mentor interaction.
A timed contest with two medium problems, one on counting balanced binary substrings and one on merging intervals; the author solved both.
Covered · Arrays & strings, Data structures & algorithms
2
Recorded video interviewPhone screen
Asynchronous questions on career goals and learning experiences with two minutes per answer and a chance to re-record.
Covered · Behavioral, STAR stories
3
Code for Good hackathonFinal
A four-day virtual event whose core was a 22-hour build sprint with team formation, a Git workshop and mentors; the author's team were finalists but did not win, and the offer still landed about twenty days later.
A single asynchronous HireVue stage with a two-week completion window that mixed two coding problems (a coin-change variant and a reverse-and-add palindrome task, in the language of the candidate's choice) with two recorded video answers, one asking what they would have done differently on the code and one on teamwork.
A pool-campus resume screen the author describes as effectively CGPA-gated at roughly 8.5 and above.
Covered · Resume deep-dive
2
HackerRank online assessmentOnline assessment
Two coding problems in one hour, easy to medium; the author finished a meeting-scheduling problem and a pair-maximisation problem with ten minutes to spare.
Recorded behavioral answers with thirty seconds of thinking time and two minutes of recording per question, capped at two attempts, on communication style and a recent successful project.
A one-hour test with two problems; the author fully passed one and cleared roughly half the cases on the other and still advanced.
Covered · Arrays & strings, Data structures & algorithms
2
HireVue video interviewPhone screen
A twenty-minute recorded round with machine-generated prompts, thirty seconds to read each and about ninety seconds to answer, focused on communicating in unfamiliar settings and explaining things to peers.
Two easy-to-medium problems in an hour; the author cleared both.
Covered · Data structures & algorithms, Arrays & strings
2
Technical interviewTechnical
An hour spent on hash map internals, priority queue behaviour and complexity, a sorting question, then a deep dive into the candidate's IoT research and a prior internship, ending with an open design prompt about instrumenting a multi-floor parking lot.
Covered · Data structures & algorithms, Trees, Past projects, System design
3
Technical and HR mixHiring manager
A short round on the candidate's web framework experience, why the firm, and longer-term interest in quantitative work.
Covered · Past projects, Behavioral, Domain knowledge
4
HR roundBehavioral
A ten-minute informal conversation about background and preference between the Bangalore, Mumbai and Hyderabad offices. The author was told positively but ended up waitlisted.
Two interviewers alternated between intuition questions on machine learning and deep learning and two coding problems, one dynamic programming and one string-prefix flavoured, plus discussion of a paper written during an internship.
Covered · Dynamic programming, Trees, Past projects, Machine learning
2
Technical designLow-level design
An on-paper design of the data structures behind a notepad application supporting find, edit and delete, settling on a doubly linked list plus hash map, followed by an applied computer-vision scenario and questions about leadership on past projects.
Covered · Low-level design, Data structures & algorithms, Past projects
3
VP roundFinal
An informal senior conversation covering mathematics, reading, probability and campus life, with one timed mental-arithmetic exercise.
A half-hour conversation with an engineer from the hiring team about projects and internship work, with a few harder follow-ups; the result came back within two days.
Covered · Past projects, Resume deep-dive
2
DSA roundTechnical
Coding done live in a shared document rather than an IDE: theory on data structures and sorting complexity, then an easier stack problem and a medium linked-list problem.
Covered · Data structures & algorithms, Arrays & strings
3
DSA and DBMSTechnical
A long session with a senior technology leader built around two more linked-list problems alongside database questions.
Covered · Data structures & algorithms, DBMS, SQL
4
HR roundBehavioral
A closing HR conversation, which the author mentions but does not detail.
The process opened with a pymetrics-style assessment followed by a recorded HireVue, with no live human screen in between.
Covered · Aptitude, Behavioral
2
SuperdayFinal
Three 25-minute interviews run back to back with the candidate's group: one technical and two fit and behavioral. The whole process took under a month and ended without an offer.
Covered · Behavioral, Financial modeling, STAR stories
Six online interviews for a quantitative model risk seat, almost entirely stochastic calculus (expectations and integrals of Brownian motion) plus probability questions on products of uniform variables and the structure of an equicorrelated correlation matrix. The author reports interviewers insisted on their own proof even when an alternative derivation reached the same answer, rated the experience very negative, and declined the offer.
Ninety minutes split into three half-hour interviews, mostly market questions with a couple of brainteasers mixed in; the author found the atmosphere deliberately relaxed but did not get an offer.
Markets Summer Analyst, Sales and Trading (New York)
Internship
Not selected2 rounds
1
HireVueOnline assessment
Three recorded questions after the application, one of which asked for a pitch of a stock or any instrument and the rest market-related.
Covered · Domain knowledge, Behavioral
2
SuperdayFinal
An in-office Superday with three executive directors mixing standard behavioral questions with technical and market probing, and brainteasers the author warns about specifically.
Data Science Analyst Intern, Global Data (Wilmington)
Internship
Not selected2 rounds
1
HireVue and skills testOnline assessment
A short recorded interview paired with a coding skills test in the language of the candidate's choice, with the technical content aimed at data extraction, cleaning and organisation rather than classic algorithm puzzles.
Covered · SQL, Data structures & algorithms
2
SuperdayFinal
Multiple back-to-back interviews with standard behavioral content: motivation for the role, which markets the candidate follows, what is currently moving financial services, and a walk through resume points. The process ran two to three months and ended without an offer.
A single video panel with five New York-based bankers that the author describes as purely conversational with no technical questions, after which the offer came through. The whole process took under a month.
Risk Management Fellowship Intern, Commercial & Investment Bank (New York)
Internship
Not selected2 rounds
1
HireVueOnline assessment
A recorded video screen specific to the risk management track, taken after on-campus recruiting contact.
Covered · Behavioral
2
SuperdayFinal
Two back-to-back slots, one behavioral and one technical, where the technical content was current market trends plus walking the interviewer through one of the three financial statements.
After networking with three analysts in the local office and applying, the author completed a recorded video interview that was almost entirely behavioral.
Covered · Behavioral, STAR stories
2
SuperdayFinal
A final round of several interviews covering fit, behavioral scenarios and specifically why private banking; no offer followed. Total process length was two to three months.
A straightforward application followed by recorded HireVue questions with no technical component, though a working knowledge of current markets was expected.
Covered · Behavioral, Domain knowledge
2
SuperdayFinal
Three half-hour interviews with staff from the office the candidate would join. The author says essentially everything could be answered with STAR, and that interviewers wanted evidence of market awareness, knowledge of the firm's practices, commitment to that specific office, and eagerness to start building a client book.
Covered · Behavioral, STAR stories, Domain knowledge
Three consecutive 25-minute slots that the author describes as not very technical: the first behavioral, the second markets-focused, with a few brainteasers scattered through.
About a month after the online application the author was invited to a recorded video interview paired with a timed maths test.
Covered · Behavioral, Aptitude
2
SuperdayFinal
Roughly six weeks later, three back-to-back onsite interviews; the offer arrived two business days afterwards. The author rated the process difficult and it ran three to four months end to end.
Investment Banking Summer Associate (MBA, New York)
Experienced
Received an offer3 rounds
1
Campus presentation and coffee chatsBehavioral
The school-run process opened with a company presentation, then two back-to-back coffee chats at the New York office which acted as a real cut, followed by five to ten further chats with the group of interest.
Covered · Behavioral, Resume deep-dive
2
First roundHiring manager
An invitation-only event led to a first-round video interview with a VP or MD.
Covered · Behavioral, Financial modeling
3
SuperdayFinal
An in-person final round; the author ultimately declined the offer. The whole process ran about three months.
The author reports essentially no technical questions: several team members ran conversational interviews aimed at personality fit, using simple case-style prompts to see how the candidate reasoned. They rated it very easy and declined the offer.
Software Engineer Intern (Code for Good, Providence)
Internship
Received an offer2 rounds
1
Online assessmentOnline assessment
A single online assessment with three medium-difficulty algorithm problems, submitted through a separate Code for Good application track rather than the standard internship pipeline.
Covered · Data structures & algorithms, Dynamic programming
2
Code for Good hackathonFinal
Performance at the hackathon itself produced the summer internship offer with no further interview; the author declined.
The candidate was approached informally about interest in the group and had a thirty-minute conversation with an associate covering background with only light technical probing.
What is the interview process like at JPMorgan Chase?
JPMorgan Chase runs two visibly different funnels. For its front-office finance roles (investment banking, markets, private bank, commercial banking, risk, research) the shape is almost always the same: an online application or a networking/insight event, a recorded HireVue video screen (sometimes preceded by a pymetrics-style game assessment), then a virtual or in-person Superday of two or three back-to-back 25-30 minute interviews that skew heavily behavioral, with light valuation, markets-view or brainteaser probing depending on the desk. For technology hiring, especially in India, the funnel is a CGPA-gated resume screen, a one-hour HackerRank test of two easy-to-medium DSA problems, a HireVue recorded video round, and then either the Code for Good hackathon (which doubles as the final interview for campus intake) or two to three live technical rounds on DSA, Java/OOP and design plus a short informal VP or HR conversation. Quant and quant-model-risk hiring is the outlier: a long chain of six or so interviews built on stochastic calculus and probability proofs.
What topics does JPMorgan Chase test in interviews?
Commonly reported topics include Behavioral, STAR stories, Data structures & algorithms, Arrays & strings, Dynamic programming, Graphs.
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.
