Two Business Analyst candidates at Intuit describe different technical gates—one a slide-and-demo presentation, the other a SQL test—followed by live case-study or panel rounds and, in both cases, no offer.
$114K
Avg. Base Comp
$159K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
Intuit's Business Analyst interview process is drawn here from two detailed candidate accounts, and the clearest pattern is that the technical gate can take very different forms.
One candidate described a slide presentation and live tool demo as the core technical round. They presented 3 to 5 slides on past work and walked through a project. A live interview with two verbal case studies followed, covering issues like finding a discrepancy in a report.
The other candidate instead sat a three-question SQL test before moving into a panel interview. That panel was full of situational questions about ambiguous requirements and fraud-rule design. It also asked how they work with non-technical stakeholders and how they would describe the company's business model.
Because the two reports describe different formats, prepare for both:
Both candidates were ultimately turned down, and both flagged frustrations beyond the interviews themselves. One described a five-week silence after being told they had advanced, followed by a rejection with no feedback. The other left the loop unsure what success looked like or what their first projects would be. Ask your recruiter early what the technical round will involve, and follow up proactively if updates stall.
Synthesized from 4 candidate reports by our editorial team.
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Real interview reports from people who went through the Intuit process.
I applied for a Business Analyst role at Intuit and went through a pretty fragmented interview process. Right from the start, there were some red flags. The recruiter called 20 minutes late without explanation, and when I asked why they'd invited me in, they couldn't really articulate it — they said they needed coding experience but never mentioned that in the job description or explained how that decision was made. That threw me off immediately.
The first round was a SQL test with three questions. I wasn't expecting the technical bar to be quite that narrow, but looking back, it made sense for the role. They were drilling down on SQL proficiency pretty hard. After that came a panel interview where things got looser — they asked about my background, my experience with analytics, how I'd describe the company's business model, and how I typically work with non-technical stakeholders. The conversation shifted toward behavioral and situational questions: how I'd approach a requirement coming from the analytics team with specific constraints, or how I'd design decision rules in fraud systems when an analyst flagged a particular data point causing problems.
What surprised me most was how little clarity there was about the actual role and team. The interviewer mentioned it was a 12-person department and that no one else would understand my work, though it would be supervised. But those details never got fleshed out — no one told me what success looked like, what my first projects would be, or how I'd actually interact with the team day-to-day. By the end, it felt like I was being evaluated on whether I could code and handle ambiguity, but not on whether anyone actually wanted to work with me. I didn't get an offer, and honestly, the whole experience left me with questions about whether the team itself had clarity on what they were hiring for.
Prep tip from this candidate
Prioritize SQL proficiency — expect 3+ questions testing real query writing, not just syntax. Beyond technical chops, prepare for situational questions about how you'd approach ambiguous requirements from analytics teams and how you'd communicate across non-technical audiences. If you get unclear signals about role expectations during the interview, ask direct questions about team structure and first-day responsibilities rather than assuming clarity.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
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Create top_ads with the top 3 ads and return the row counts for inner, left, right, and cross joins with ads
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| Minimum Change | |
| Youtube Recommendations | |
| Subscription Retention | |
| Decreasing Payments | |
| Marketing Channel Metrics | |
| Hurdles In Data Projects | |
| Above Average Product Prices | |
| Digitizing Student Test Scores | |
| Client Solution Pushback | |
| Approval Drop | |
| Non-Normal AB Testing | |
| Event Pickup Optimization | |
| Scalable Data Pipelines | |
| Marketing Workflow Optimization | |
| Why Do You Want to Work With Us | |
| Your Strengths and Weaknesses | |
| Call Center Resource Management | |
| Analyzing Multiple Data Sources | |
| Empty Neighborhoods | |
| 2nd Highest Salary | |
| Longest Streak Users | |
| Customer Orders | |
| Top 3 Users | |
| Rolling Bank Transactions | |
| Employee Salaries (ETL Error) | |
| Paired Products | |
| Scrambled Tickets | |
| Top Three Salaries | |
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Synthesized from candidate reports. Individual experiences may vary.
Both candidates who shared Business Analyst experiences started with a short recruiter-led conversation. One reported an HR screen followed by a 15-to-30-minute recruiter phone screen focused on background. The other said the recruiter called 20 minutes late and said coding experience was needed, even though the job description hadn't mentioned it. Expect this stage to move quickly, but don't assume the recruiter will have full clarity on exactly what's being tested next.
The technical bar showed up differently for each candidate. One reported a 45-to-60-minute round requiring 3 to 5 slides on past work, a live tool demo over screen share, a few technical questions, and a roughly 10-minute project walkthrough. The other instead faced a first-round SQL test with three questions after the recruiter call. Candidates may encounter either a presentation-style technical round or a SQL screen, so it's worth preparing for both.
After the technical stage, one candidate moved into a live interview built around two case studies with no handout. They had to interpret material on the spot and talk through investigating a discrepancy in a report. The other candidate's panel interview covered background, analytics experience, and the company's business model. It then shifted into situational questions about handling ambiguous requirements from an analytics team and designing fraud-flagging decision rules. Both rounds leaned on verbal reasoning rather than a written exam.
One candidate also completed a proctored, pre-recorded interview before the live round, which added time to the process. This was followed by a hiring manager call that included a small case study and behavioral questions about handling ambiguity. Only one candidate reported this automated step, so it may not appear in every Business Analyst loop at Intuit.
Both candidates who described the Business Analyst process ultimately did not receive an offer. One said the recruiter went silent for about five weeks after telling them they'd advanced, before a rejection with no feedback. The other left the final round without a clear picture of the team's day-to-day expectations. Candidates may want to follow up proactively if the recruiter stops responding.
