Sources checked
JPMorgan
A four-stage process that hires the whole person, running two different loops underneath it. Both start with the on-demand recorded video interview JPMorgan publishes; software engineers then get a technical assessment and live coding, investment banking analysts get accounting, valuation and back-to-back fit seats.
The JPMorgan process
6 of 8 stages you can practise here
- 01Explore and apply
JPMorgan publishes a four-stage framework: Explore, Apply, Interview, Decision. It asks candidates to put achievements at the front of the resume 'using measurable data when applicable', and tells students to focus on no more than three summer internship applications. Internships run 10 to 12 weeks for undergraduates in their next-to-last year; full-time programs run 24 to 36 months.
- 02
Warm, conversational HR screen focused on motivation, background, and level/program fit
motivationbackground fitcompelling - 03
One-way asynchronous recorded video, a format JPMorgan publishes
compellingmotivationhigh performers - 04
Auto-graded, timed, no interviewer
fundamentalscorrectnesscomplexity - 05
Live conversational competency interview with one or more interviewers
tenaciouscollaborativecritical thinkers - 06
Open-ended spoken architecture discussion
requirementsdecompositionscalability - 07
Live, collaborative coding in a shared editor
problem-solvingfundamentalscomplexity - 08Decision
JPMorgan reviews the whole application and contacts you with an offer if the match is there, and points candidates who miss toward other roles. Student applications are reviewed on a rolling basis, and the firm says it cannot accelerate a decision for a competing offer.
Common questions
- What does JPMorgan Chase look for in candidates?
- JPMorgan says on its How We Hire page: 'We're interested in hiring the whole person, not just a set of skills.' It looks for people who are tenacious, critical thinkers, collaborative, compelling, high performers, and 'never satisfied with exploring just a small corner of our world.'
- What are the stages of JPMorgan's hiring process?
- JPMorgan publishes a four-stage framework: Explore (research roles), Apply (submit resume and highlight achievements), Interview (meet with multiple people across several rounds), and Decision (offer or other options). The exact interview format varies by role.
- Does JPMorgan use a recorded video interview?
- Yes. JPMorgan's hiring FAQ names on-demand or recorded interviews as one of its assessment types: interviewing technology presents the questions and records your responses inside a designated timeframe. Camera and microphone are required, and the firm recommends business attire and a distraction-free environment.
- Is there a coding round in the JPMorgan investment banking analyst interview?
- No. JPMorgan describes technical assessments as standardised tests of job-relevant skills, and on a banking analyst pipeline the technical seat is a spoken conversation on accounting, valuation and a DCF walk. Coding assessments belong to the technology loops.
- What does the JPMorgan investment banking analyst program involve?
- JPMorgan places analysts into a Coverage (Industry), Advisory or Capital Markets group. The summer program runs nine weeks and opens with five days of orientation and classroom instruction on accounting fundamentals, financial modeling, valuation and Excel. High-performing interns may receive an offer of continued employment.
Sources
Built from what JPMorgan publishes about its own process and from real interview data. No leaked question lists. The questions you get are generated against your own resume, so they are not from anyone else's interview.
The four-stage process (Explore, Apply, Interview, Decision), 'We're interested in hiring the whole person, not just a set of skills', the advice to 'be yourself', the instruction to highlight achievements 'using measurable data when applicable', and the expectation of meeting several people across multiple rounds.
The published assessment types: 'structured live interviews, on-demand/recorded interviews, and virtual skills assessments.' The recorded-interview format (technology presents questions and records responses inside a designated timeframe, camera and microphone required, business attire and a distraction-free environment recommended). The technical assessment description (online tests, or technical interviews where you demonstrate skills live). The rolling review of student applications and the recommendation to focus on no more than three summer internship applications.
Program shapes: internships run 10 to 12 weeks and are offered to undergraduates in their next-to-last year; full-time programs run 24 to 36 months depending on the role.
The engineering level ladder: Analyst, then Associate, Senior Associate and Vice President, with additional levels above.
Program structure: nine weeks in a Coverage (Industry), Advisory or Capital Markets group, opening with five days of orientation and classroom instruction on accounting fundamentals, financial modeling, valuation and Excel; high-performing interns may receive an offer of continued employment. Published qualities: motivated, resourceful and analytical, ready to contribute from the beginning, with exceptional interpersonal and communication skills, excellent analytical, quantitative and interpretative skills, and the adaptability and resilience to work in a dynamic, collaborative environment. Also the scale claim: business with more than 90% of Fortune 500 companies.
The banking level ladder and its internal codes: Analyst (601), Associate (602), Vice President (603), Executive Director (604), with Managing Director above. No interview-process content.
Sources last checked . Hiring loops change, so this date is the honest limit on everything above.