eBay Business Analyst candidates describe a recruiter call followed by several manager interviews, with one reporting a technical assessment first. Reports mention SQL, A/B testing statistics, business cases and behavioral questions, and the mix varies by team.
$128K
Avg. Base Comp
$146K
Avg. Total Comp
4-5 rounds
Typical Rounds
Not reported
Process Length
For eBay Business Analyst interviews, the clearest technical signals are SQL and experimentation statistics. One candidate describes a recruiter call, a technical assessment, then four interviews of at least an hour each. The first, with a hiring manager and a senior colleague, combined behavioral questions, statistics, a business case and live SQL coding. Questions on p-values, power analysis and A/B test sample size came up there, and SQL appeared again in a later round with a manager from another team.
Another candidate describes a four-or-five-round loop. It included an HR screen, a behavioral hiring manager round, and a technical round with a SQL query for year-over-year sales by product and category. That candidate also met a different hiring manager partway through. A third report, for a Salesforce-focused Business Analyst role, centered on working with engineers and writing user stories. That candidate felt the role was closer to solutions architecture than the posting implied.
These accounts differ, so expect variation by team. Practice period-over-period SQL, such as year-over-year comparisons by product and category, and be able to explain p-values simply. Prepare to size an A/B test and reason about power. Have specific behavioral stories ready, and be candid about what you know. One candidate said interviewers seemed to value directness. Ask the recruiter early which team and domain the role sits in, and whether e-commerce experience is preferred.
Synthesized from 5 candidate reports by our editorial team.
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Real interview reports from people who went through the Ebay process.
The process started normally enough with a recruiter screen, then moved into a hiring manager conversation, and after that I was told to expect a final panel with four separate 45-minute interviews. What stood out most to me was that the actual hiring manager round felt pretty off from the job description. The interviewer was a Program Manager who seemed unprepared from the start — he missed the first scheduled interview, showed up late to the rescheduled one, and even spent part of the Zoom call looking up my LinkedIn because he couldn’t find me right away. That already made the round feel disorganized, but the bigger issue was that the role turned out to be much more like a solutions architect position than a business analyst role. He was looking for someone who could work closely with Salesforce architects and engineers, which was not what the posting had suggested.
The main question I got was about my experience working with engineers and writing user stories, so the conversation was very focused on cross-functional delivery rather than classic BA work. Based on the broader process, I was also expecting the later panel to cover SQL, business case scenarios, analytics, marketplace problem-solving, and behavioral questions around stakeholder management, which is a pretty wide spread for a BA interview. Overall, the process felt inconsistent and a bit unfair because the expectations were not aligned with the advertised title. I didn’t move forward, and my main takeaway is to clarify early whether the team wants a true business analyst or someone with more technical solutioning experience, especially if Salesforce is involved.
Prep tip from this candidate
Be ready to explain how you work with engineers and translate requirements into user stories, and clarify whether the team expects Salesforce solution-architect style work. If you get to the panel, expect SQL plus business-case and stakeholder-management questions, not just BA fundamentals.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Ebay
Write a query to get the total three-day rolling average for deposits by day
| Question | |
|---|---|
| Button AB Test | |
| Longest Streak Users | |
| Experiment Validity | |
| P-value to a Layman | |
| Google Maps Improvement | |
| Hurdles In Data Projects | |
| Random Bucketing | |
| Target Indices | |
| Testing Price Increase | |
| Walking Robot | |
| Inherited Model Evaluation | |
| Seller Type Modeling | |
| String Palindromes | |
| New UI Effect | |
| Listing Bookings Aggregation | |
| Sample Size Bias | |
| Impossibly Iterative Fibonacci | |
| Decreasing Tech Debt | |
| Processing Large CSV | |
| A/B Test Power Size | |
| Relational Migration | |
| Fast Food Database | |
| Marketing Dollar Efficiency | |
| Free Shipping Mention Test | |
| Statistically Significant Test | |
| Empty Neighborhoods | |
| 2nd Highest Salary | |
| Customer Orders | |
| Top 3 Users |
Synthesized from candidate reports. Individual experiences may vary.
Candidates report an opening recruiter or HR conversation about background, interest in the role, salary expectations and responsibilities. This is a good moment to confirm the team, the exact scope of the role and any preferred domain experience, since two candidates describe a mismatch between the posting and the actual role.
One candidate reports completing a technical assessment before the interview rounds began. The evidence does not say what it covered, so prepare broadly across SQL and analytics fundamentals, and ask the recruiter about the format and time limit when it is scheduled.
Candidates describe a hiring manager round that may be behavioral and competency-based. In one account it also combined statistics, a business case and live SQL. Reported topics include p-values, power analysis and sample size for an A/B test. Have specific stories ready for questions like 'tell me about a time when...'.
SQL coding appears in more than one report. One candidate recalls writing a query for year-over-year sales by product and category. Another saw SQL coding in a second round with a manager from a different team. Practice aggregations, joins and period comparisons while talking through your reasoning aloud.
One candidate reports two more interviews with managers from other teams and a final one with a director. Another reports a fifth round with a different hiring manager. Round counts and interviewers appear to vary, so expect conversations about your experience and fit with the specific team. One candidate noted interviewers seemed to value honesty.
