I recently participated in the JP Morgan cohort hiring event. The interview process was quite structured, consisting of three distinct rounds, all conducted on the same day, each lasting approximately 45 minutes.

DSA & Code Review Round

The first round was focused on Data Structures & Algorithms and included a code review component. The interviewer, a developer with six years of experience, assessed my problem-solving skills, primarily with LeetCode medium-level questions. Beyond pure DSA, they also delved into my practical coding experience, specifically asking about my proficiency with API calls, file handling, exception management, and how I handle HTTP responses in real-world scenarios.

System Design Round

The second round was a System Design interview, led by a Senior Engineer with twelve years of experience. This was a comprehensive case study centered around designing the TicketMaster system. My task was multifaceted: I had to propose a robust database schema, clearly identify all the essential functional components, prepare a High-Level Design (HLD) diagram illustrating the architecture, and explain my deployment strategy for the system on major cloud platforms like Azure, AWS, or GCP.

Behavioral Round

Finally, the third round was a Behavioral interview. This round strictly followed the STAR (Situation, Task, Action, Result) methodology. The focus was on evaluating my communication skills, ability to work effectively in a team, problem-solving approach in non-technical scenarios, and my sense of ownership in past projects or situations.

The role specified a requirement of 3+ years of experience, and depending on my background, I was being considered for either a SWE 2 or SWE 3 position.