Agoda Data Analyst candidates report a timed online assessment (often Alooba) with SQL, statistics and chart questions, plus an HR or talent screen, case study work and later manager interviews. Order and depth vary.
$75K
Avg. Base Comp
$90K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
Agoda's Data Analyst process, as candidates describe it, usually includes a timed online assessment, often on Alooba, and then moves into case-driven interviews. The assessment mixes multiple-choice questions, chart interpretation, statistics and short SQL tasks. Some candidates also record a short video answer to a behavioral prompt. Time pressure is a common theme, and reported SQL difficulty ranges from fairly easy queries to a multi-table join with nested queries that one candidate could not finish in time.
Candidates also describe an HR or talent conversation covering their background, salary expectations and, in one account, willingness to relocate to Thailand. The order varies: one candidate had a short HR call before the assessment, while another met the talent team afterward. Two candidates report a case study, either a take-home with about a week to prepare or a technical round with cases presented on the spot. In both, explaining assumptions mattered as much as the analysis. One candidate described a full sequence of HR screen, assessment, technical interview with a senior analyst, take-home, presentation to a manager and senior analyst, and a director interview.
Questions lean toward business reasoning. Reported examples include what to do when a KPI drops, how to design an A/B test for a new email template, and how to turn user-segmentation data into a clear story. Ridge versus lasso regression came up for a single candidate, so treat deeper statistics as possible rather than standard.
Most reports end without an offer, and one candidate found the role and team track unclear. Ask early which track you are on, and practice talking through your assumptions aloud.
Synthesized from 20 candidate reports by our editorial team.
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Real interview reports from people who went through the Agoda process.
The process started with an assessment round via Alooba Platform focusing on SQL for 30 mins and MCQ's for 30 mins. It covered numerical reasoning, logical reasoning, and data interpretation, with fairly tight time limits. The questions themselves weren't necessarily difficult, but the pace made it challenging. I had to be careful not to spend too much time trying to solve one question perfectly.
The second round was an AI recruiter call, which was quite different from what I expected. It was more of a screening conversation around my background, experience, motivation for exploring Agoda, and understanding of the Senior Analyst role. I was also asked about my current responsibilities, examples of working with stakeholders, and situations where I had used data to influence a business decision.
The AI recruiter round was more straightforward: “Walk me through your experience,” “Why Agoda?”, “Why are you considering a change?”, and questions around my current role, stakeholder management, and examples where I had used data to support a business decision.
The real interview rounds came after that. That's where things became much more analytical—SQL, statistics, business problems, case discussions, and questions around how I approached previous projects. So the assessment and recruiter call felt like the entry point; the actual sweating started in the rounds that followed.
The first proper interview was where things became much more interesting. One SQL problem was based around hotel bookings: I was given booking-level data and asked to identify properties where bookings were increasing but the conversion rate was falling. I had to write the query, explain my assumptions, and then discuss what I would investigate next.
The case discussion went further. I was asked to think through a supply-side problem where the number of available properties was growing, but customer bookings weren't growing at the same pace. I had to break down the possible causes, identify the metrics I'd check, and explain what analysis or experiment I'd run before recommending an action.
The difficult part wasn't knowing SQL syntax. It was being challenged on why I chose a metric, what could invalidate my conclusion, and what I would do if the data didn't support my initial hypothesis.
Questions asked: The technical rounds went deeper. I was asked SQL-based questions involving joins, aggregations, window functions, and identifying trends from data. There were also questions around A/B testing, hypothesis testing, conversion metrics, and how I would investigate a sudden change in a metric.
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Topics based on recent interview experiences.
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Synthesized from candidate reports. Individual experiences may vary.
Candidates report a timed assessment, often on Alooba, with multiple-choice questions, chart interpretation, statistics and short SQL tasks. Some mention a recorded video answer to a behavioral prompt. Reported formats and lengths differ between candidates, so the exact mix likely varies by role and track.
Candidates report a recruiter, HR or talent call covering experience, salary expectations and, in one account, willingness to relocate to Thailand. One candidate had this call before the assessment, and another had it afterward. One candidate was told every stage was eliminatory.
Candidates report a technical conversation covering SQL, statistics and walk-throughs of past projects, in one case with a senior analyst. One candidate faced a multi-table SQL question and regression questions such as ridge versus lasso, which may depend on the team.
Two candidates report case study work. One had a marketing-style take-home and the other a user-segmentation analysis, each with about a week to prepare. They then presented insights, and one also handled cases presented on the spot where explaining assumptions was key.
One candidate describes a presentation to a manager and senior analyst followed by a director interview. Reported questions include a KPI drop, an A/B test design for a new email template, and behavioral questions on stakeholder conflict and communication.
