Under Armour Business Analyst interview typically runs 3 rounds: recruiter call, manager interview, panel round. It usually takes about 2-4 weeks and feels organized, conversational, and fit-focused.
$93K
Avg. Base Comp
$100K
Avg. Total Comp
3
Typical Rounds
2-4 weeks
Process Length
Our candidates report that Under Armour’s Business Analyst interviews are less about proving deep technical complexity and more about showing you can operate inside a collaborative retail organization. The strongest signal is cross-functional fluency: one candidate was pressed on how they worked with other teams on sustainability-related work, which suggests the company wants analysts who can translate business needs across functions rather than stay siloed in reporting or analysis. We’ve also seen that the conversation tends to stay grounded in the actual responsibilities of the role, so vague answers about “being analytical” won’t carry much weight.
A recurring theme is that Under Armour seems to care about practical improvement stories. One candidate was asked to describe a time they drove a process change and what happened afterward, which points to an interest in measurable impact, not just good intentions. The presence of a basic strengths-and-weaknesses question also tells us they’re still checking for self-awareness and team fit, even when the discussion is otherwise job-specific. Overall, the pattern is clear: candidates who can speak concretely about collaboration, ownership, and the business result of their work tend to come across as the best match for this process.
Synthesized from 1 candidate report by our editorial team.
Had an interview recently?
Share your experience. Unlock the full guide.
Real interview reports from people who went through the Under Armour process.
The process was pretty straightforward and felt more like a fit check than anything overly technical. It started with a recruiter call that covered the role, the company, why I applied, and the usual salary expectations. After that I had an interview with the manager, which went a little deeper into the department and the kind of work I’d actually be doing. That round was still pretty conversational, but there were a few role-specific questions to see whether I understood the responsibilities and could speak to my experience in a relevant way.
The last step was a panel round with three or four separate interviews with senior people I’d potentially work with. Those were mostly situational and behavioral, and they were tied closely to the job. The questions I remember most were about how I collaborate cross-functionally on sustainability-related matters and a time when I had to drive improvement and what happened as a result. There was also a basic strengths and weaknesses question, so it wasn’t all highly tailored. Overall the interviewers were nice and made me feel comfortable, although one conversation felt a bit rushed because of scheduling and availability. I ended up not getting an offer, but the process itself was organized and the people were pleasant. My main takeaway is to be ready with specific examples of cross-functional work and process improvement, since that seemed to matter more than anything else.
Prep tip from this candidate
Have two or three concrete stories ready about cross-functional collaboration and driving improvement, because those were the most specific questions in the panel. Also be prepared for a basic strengths/weaknesses question and keep your availability clear early, since scheduling came up during the process.
Share your own interview experience to unlock all reports, or subscribe for full access.
Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Under Armour
Select the 2nd highest salary in the engineering department
| Question | |
|---|---|
| Customer Orders | |
| Button AB Test | |
| Monthly Customer Report | |
| Top 3 Users | |
| Total Spent on Products | |
| Hurdles In Data Projects | |
| Bagging vs Boosting | |
| Random SQL Sample | |
| Average Order Value | |
| Over-Budget Projects | |
| Sort Strings | |
| Marketing Channel Metrics | |
| Rolling Average Steps | |
| Retailer Data Warehouse | |
| Assumptions of Linear Regression | |
| Cumulative Sales Since Last Restocking | |
| Delivery Estimate Model | |
| Monthly Product Sales | |
| Forecasting New Year Revenue | |
| Post Composer Drop | |
| Black Friday Shopping Spree | |
| Max Quantity | |
| Declining Applicants | |
| Total Transactions | |
| Covariance vs Correlation | |
| ATM Robbery | |
| Classification and Regression | |
| Late Deliveries | |
| Recruiting Leads |
Synthesized from candidate reports. Individual experiences may vary.
The process begins with a recruiter call covering the role, the company, why you applied, and salary expectations. This stage is mostly an initial fit check and helps confirm basic alignment before moving forward.
Next is a conversation with the manager about the department and the day-to-day work you would be doing. The interview is still fairly conversational, but includes role-specific questions to assess whether you understand the responsibilities and can connect your experience to the position.
The final stage is a panel with three or four separate interviews with senior team members you may work with. These conversations are mostly situational and behavioral, with a strong emphasis on cross-functional collaboration, sustainability-related work, process improvement examples, and general strengths and weaknesses.
