Business Analyst candidates at Standard Chartered report online assessments such as Pymetrics games, a video interview, then a group case study or assessment center, with behavioral and motivation questions throughout.
$88K
Avg. Base Comp
$105K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
Two candidates describe Business Analyst processes at Standard Chartered, and both received offers. They started differently. One took a Pymetrics assessment, a series of mini games lasting about thirty minutes, followed by a short values assessment. The other reported personality and IQ tests followed by a HireVue video interview.
The video round is where preparation pays off. One candidate answered four recorded questions asynchronously, while the other spoke with a friendly hiring manager. Both were asked why they wanted Standard Chartered and the role, and questions also covered relevant past experience and a time the candidate felt stressed. After the video stage, one candidate waited about a month before an assessment center that lasted three to three and a half hours. It mixed group exercises, behavioral discussion and scenario questions.
The other candidate moved to in-person interviews at the office. A group case study ended with a presentation of findings. It was followed by individual Q&A with a business manager about a time they showed creativity or innovation. That candidate felt interviewers pushed back on their thinking and wanted to see how they had tackled unconventional problems.
The two accounts differ on order and format, so confirm the structure with your recruiter. Prepare three or four structured stories covering stress, innovation, teamwork and problem-solving. Practice presenting a group case clearly, and tie each story to why you chose this bank.
Synthesized from 7 candidate reports by our editorial team.
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Real interview reports from people who went through the Standard Chartered Bank process.
The process kicked off with personality and IQ tests, which was a bit different from what I expected. After that, I had a HireVue virtual interview, which was my first real interaction with someone on the team. The hiring manager was fairly chill and friendly, asking mostly behavioral questions about my previous role and why I wanted to join. They asked me things like why I was interested in Standard Chartered and what experience I had that was relevant to the role.
Once I passed that stage, I moved to in-person interviews at the office. There was a group case study exercise where I worked through a scenario with other candidates and then presented my findings. That was followed by individual Q&A sessions with another business manager. They asked me about a time I'd shown creativity or innovation, and they seemed genuinely interested in whether my past experience aligned with what they needed. The questions weren't typical behavioral stuff—they really wanted me to think outside the box and show how I'd tackled unconventional problems.
Overall the interviewers were welcoming and the vibe was collaborative, though I knew I had to bring my A-game because they pushed back on my thinking. The whole flow from screening to final round felt well-structured, and they were clear about what each stage would involve.
Prep tip from this candidate
Prepare concrete examples of creativity and innovation from your past work, and be ready to articulate how your experience directly solves real problems they face—they specifically challenge candidates on thinking outside typical frameworks.
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Synthesized from candidate reports. Individual experiences may vary.
Candidates report starting with an online assessment. One described a Pymetrics game-based test of about thirty minutes followed by a short values assessment. The other described personality and IQ tests. These are hard to cram for, so go in rested and answer naturally.
Both candidates report a video interview after the assessments. One recorded four answers asynchronously on Pymetrics, and the other had a HireVue interview with a hiring manager. Questions covered why Standard Chartered and the role, a time they felt stressed, and relevant past experience. Concise, example-based answers typically work best.
One candidate reported an in-person group case study followed by a presentation of findings. The other described a three to three-and-a-half-hour assessment center with group exercises, behavioral discussion and scenario questions. That candidate waited about a month after the video round. Expect to collaborate and to defend your reasoning.
One candidate followed the group case study with individual Q&A sessions with a business manager. They were asked about a time they showed creativity or innovation and how their past experience aligned with the role. Prepare examples of tackling unconventional problems.
