The interview process generally begins with the submission of an application, where the candidate provides a resume, cover letter, and answers to preliminary questions if required. This is followed by a screening interview, usually conducted over the phone or through a video call, where a recruiter assesses the candidate’s basic qualifications, communication skills, and overall interest in the role. If the role requires specific skills, a technical or skill-based assessment may be conducted next, which could involve coding tests, assignments, or case studies depending on the position. After successfully passing the initial assessments, candidates typically move on to the first round of interviews with the hiring manager or team members, focusing on their experience, technical knowledge, and behavioral traits. Additional rounds may follow, including panel interviews or more in-depth technical or situational discussions. The final interview, often conducted by senior leadership or HR, evaluates the candidate’s cultural fit, long-term potential, and alignment with the company's values. If successful, the candidate receives a job offer and may enter a negotiation phase before officially accepting. The process concludes with onboarding, where the candidate completes necessary formalities and begins their integration into the company.

The selection process typically consists of three main rounds. The first round focuses on aptitude, testing logical reasoning and problem-solving skills. The second is a communication round, often conducted through Versant, to assess spoken English fluency. The final round is the HR interview, which evaluates personality, behavior, and cultural fit.