JPMorgan Chase Business Analyst interviews often start with a recorded HireVue screen, then move into behavioral panel rounds, a superday, or in some cases SQL and estimation rounds depending on the team, with outcomes split between offers and rejections.
$82K
Avg. Base Comp
$92K
Avg. Total Comp
2-4 rounds
Typical Rounds
Not reported
Process Length
JPMorgan Chase's Business Analyst interviews often open with a recorded HireVue screen you complete on your own time. Formats differ from candidate to candidate:
Prompts mix motivation questions with behavioral ones. Motivation prompts included why this industry, which company you follow and why, and how you got into the field. Behavioral prompts covered analyzing a large dataset to make a decision, pulling information from multiple sources, teamwork and challenges. One candidate was also asked how recent market changes would affect clients, so keep up with current markets.
What follows varies. One candidate's process started with a panel of the hiring manager and a manager from another team, covering strengths, development areas and a time they had to involve a senior staff member. That was followed by a one-on-one with a director about where they could add value. Another candidate went through three virtual rounds of STAR-style questions, with the final round pushing harder on how their experience connected to the role. A candidate who reached a superday faced behavioral questions plus a market-awareness prompt: what they would tell a client asking about the yield on a 10-year Treasury.
The most technical account described four rounds:
One candidate also heard secondhand that a later round could include Tableau questions, so a quick refresher is worthwhile.
Behavioral preparation matters everywhere. Have concise STAR stories with clear outcomes and a strong example of a data-driven decision, and be ready to tie each answer back to the Business Analyst role. Brush up on SQL and estimation in case your team adds a technical round.
Synthesized from 13 candidate reports by our editorial team.
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Real interview reports from people who went through the Jpmorgan Chase & Co. process.
The interview was pretty straightforward and mostly behavioral, but the last round was a little more probing than I expected. I went through three virtual rounds over Zoom, and the early ones felt like standard competency-style conversations. They asked the usual STAR-type questions, including a time when I was confused by the details of a request and what I did to clarify it. That part was easy enough if you had a good example ready, and overall the first rounds felt low pressure.
What stood out was the final round, where they pushed harder on my specific experience and kept asking how it connected to the Business Analyst role. It wasn’t a technical interview, but they did want me to explain my background in a way that felt directly relevant to the job. The process was still relatively easy compared with other interviews I’ve done, and there were only a couple of questions in some rounds, so it never felt overwhelming. I also got the sense that JPMorgan likes candidates who can explain their background clearly and confidently, especially in terms of fit and communication. I didn’t move forward in the end, so I’d say the main takeaway is to prepare a few strong behavioral stories and be ready to tie every example back to the role very explicitly.
Prep tip from this candidate
Prepare a few STAR stories around clarifying ambiguous requests and explaining how your past work maps directly to the Business Analyst role. Be ready for the final round to press you on why your experience is relevant, even if the earlier rounds feel light.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Jpmorgan Chase & Co.
Select the 2nd highest salary in the engineering department
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Synthesized from candidate reports. Individual experiences may vary.
Several candidates start with a recorded HireVue completed on their own schedule. One candidate answered three questions with about 1.5 minutes to think and 2 minutes to respond, another had 1 minute of prep and 2 minutes per answer, and a third answered eight behavioral questions. Prompts included why this industry, which company you follow, analyzing data from multiple sources or a large dataset, and how recent market changes would affect clients.
One candidate's process began with a panel interview with the hiring manager and a manager from another team. It covered their background, strengths, development areas, and a time they had to involve a senior staff member. Another candidate described three virtual Zoom rounds of STAR-style competency questions, such as a time they were confused by the details of a request.
One candidate's HireVue was followed by a superday focused on behavioral assessment and market awareness. They were asked what they would say if a client called about the yield on a 10-year Treasury. No calculation was required; the focus was on client communication and following markets.
One candidate described two technical rounds of real-time SQL problems, including year-over-year and month-over-month sales calculations with follow-up questions and detailed resume questions. These were followed by a round on banking products and the calculations behind them. Another candidate heard secondhand that a later round could include Tableau questions.
One candidate's last round was with a VP or senior leader and centered on guesstimate-style estimation problems, with follow-ups on their assumptions. Another candidate's one-on-one with a director focused on where they could add value. A third said the final of three virtual rounds pushed harder on how their background connected to the role.
Outcomes are mixed. Some candidates received and accepted offers after a panel-and-director process or a superday, while others did not move forward after HireVue or later rounds. Communication varied, with one candidate describing slow follow-up and another describing quick, responsive emails.
