Criteo Data Analyst interviews, as candidates describe them, combine a recruiter screen, SQL testing, business-case or A/B testing discussion, and sometimes a take-home presentation or a behavioral conversation.
$89K
Avg. Base Comp
$110K
Avg. Total Comp
3-4 rounds
Typical Rounds
Not reported
Process Length
Candidates describe a Criteo Data Analyst loop that tests SQL and business reasoning in roughly equal measure. Most start with a recruiter or HR screen, and reported loops run from three to four rounds, so ask your recruiter for the exact sequence.
SQL is the most consistently reported hurdle. One candidate faced a one-hour proctored SQL test. Another had a live SQL exercise on joins and a left join question, and another worked through window functions and data cleaning while the interviewer watched. One rejected candidate said the team uses MySQL and that their SQL dialect was cited as the reason, so confirm your dialect experience early.
The analytical rounds lean toward open-ended thinking. One candidate was shown an ad campaign dashboard and asked where to start after CTR dropped, then moved into A/B testing and whether to launch an experiment. Another was told to assume whatever was reasonable when information was missing. A different candidate got an efficiency case from a manager and was asked to clarify what data they would need. Practice talking through breakdowns by device, country, audience, creative and time while stating assumptions.
Some loops include a take-home case and presentation. One candidate presented an A/B testing case study with Q&A, and another was told a later round could include a technical project and report. Behavioral questions reported include why Criteo, what is not on your CV, how you convince others, and what you would do if your boss disagreed. Outcomes in this set are mixed, with one accepted offer, one rejection after the second round, one rejection tied to SQL dialect, and others still waiting or unreported.
Synthesized from 7 candidate reports by our editorial team.
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Real interview reports from people who went through the Criteo process.
The interview began with basic administrative questions qualifying me for the position. Then it went into a few basic verbal technical questions related to Python and SQL. It wrapped up when the interviewer said I had passed and would move onto the next round, which could consist of a technical project and report. Then there was a final third-round interview (if I passed the second), which was more of a behavioral and culture fit interview. I passed the first round and interviewed during the second but did not make it to the third round.
Questions asked: Round 1 (screening call): I was asked to explain the difference between a tuple and a list in Python, then the difference between a left join and a right join in SQL. Straightforward conceptual questions, not coding on a shared screen. Round 2: I was given an Excel sheet and asked to load it and do some analysis of it in SQL with the interviewer watching. He asked me to explain my thought process during the interview. The analysis included window functions and data cleaning.
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Topics based on recent interview experiences.
Featured question at Criteo
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Synthesized from candidate reports. Individual experiences may vary.
Candidates report an opening call with a recruiter or talent specialist covering background, fit and why Criteo. One candidate was also asked about target compensation, so it helps to have a salary range ready. Some screens may include light conceptual questions, such as Python lists versus tuples or left versus right joins.
Some candidates describe a behavioral interview with an analytics leader or hiring manager. Reported prompts include what is not on your CV, a feature you are proud of, convincing someone, and disagreeing with a boss. Another candidate was asked why they wanted to move into analytics. The order of this round varies between reports.
SQL is reported in several forms: a proctored one-hour test, an online assessment with business-scenario queries, and live exercises on joins, subqueries, CTEs, window functions and data cleaning. Candidates may be asked to explain their thinking while writing. One candidate was rejected because their SQL dialect did not match the team's MySQL use.
Candidates report open-ended cases rather than pure coding: diagnosing a CTR drop on an ad dashboard, deciding whether to launch an experiment, and scoping an efficiency question. Interviewers appear to value structured thinking and stated assumptions, and one candidate was told to assume whatever seemed reasonable.
One candidate reports a take-home A/B testing case study followed by a presentation and Q&A with team leads. Another was told a later round could include a technical project and report. Not every candidate describes this stage, so confirm it with your recruiter and be ready to defend your approach.
