Great Learning interview process for admissions counselor, academic and tech roles: aptitude test, role-play or technical round, HR and questions.
Great Learning is an online higher education and professional upskilling company headquartered in Bengaluru, offering programmes in data science, artificial intelligence, business analytics, management and technology in partnership with universities and industry. It serves learners in India and internationally through online courses, postgraduate programmes and executive education.
The company runs teams across sales and admissions counselling, academics and content, technology and product, marketing, and customer success, employing a mix of freshers and experienced professionals. Admissions and sales roles form a large share of hiring, given the counselling-led model of enrolling working professionals into paid programmes, alongside a growing technology team building its learning platform.
Great Learning values strong communication and persuasion skills for counselling roles, comfort with target-driven work, and analytical and coding ability for technology and content roles, reflecting its position at the intersection of education and technology in a competitive edtech market.
Great Learning hires mainly through its careers page and job portals such as Jobaaj, with counselling and sales roles recruited in larger batches. The process typically takes one to three weeks.
1. Application and resume screening
Recruiters shortlist based on communication skills for counselling roles, or relevant technical background and projects for technology and content roles.
2. Aptitude or screening test
Many roles include a short online test covering reasoning and communication for business roles, or a coding and technical assessment for engineering and data roles.
3. Role-play or case round
Admissions counsellor candidates often go through a mock sales or counselling call to assess persuasion, objection handling and empathy with prospective learners.
4. Manager or technical interview
A hiring manager or technical panel evaluates depth in the role, past performance in a similar sales or technical environment, and problem-solving on realistic scenarios.
5. HR interview and offer
HR discusses compensation structure, which for sales roles often includes incentives, along with location and joining date, before releasing the final offer.
The rounds below cover the common path for admissions counsellor and sales roles, which form the bulk of hiring; technology roles replace the role-play with a coding round.
Round 1: Aptitude and communication screening
A 20 to 30 minute test or telephonic screen assessing English communication, basic reasoning and comfort with target-driven work.
Round 2: Role-play or mock counselling call
A 20 to 30 minute simulated call where you counsel a prospective learner on a course, common for admissions and sales roles.
Round 3: Manager interview
A 20 to 30 minute interview with a sales or academic manager on past performance and motivation.
Round 4: HR round
A closing 15 to 20 minute discussion on compensation, incentives and joining.
Typically three to four rounds for counselling and sales roles: an aptitude or communication screen, a role-play or mock counselling call, a manager interview, and a closing HR round. Technology roles replace the role-play with a coding or technical round.
Moderate for counselling roles, where clear communication and confidence in a mock call matter more than technical knowledge, and moderately difficult for technology roles, which test coding and problem-solving similar to other product companies. Preparing a structured pitch for the mock call helps significantly.
Describe understanding the learner's career goals first, connecting specific programme outcomes such as placement support or skill certification to those goals, addressing concerns about cost or time honestly, and closing with a clear, low-pressure next step rather than an aggressive push.
Mention genuine interest in education and upskilling, the growth of the edtech sector in India, the chance to help working professionals build new skills, and, for sales roles, comfort with a performance-driven environment that rewards strong counselling and conversion ability.
Give an honest example of missing a target, what you analysed afterward such as lead quality or your own pitch, the specific change you made, and the improved result, showing resilience and a data-driven approach to improving performance rather than just working harder.
Admissions counsellor roles are typically open to graduates with strong communication skills, with compensation usually structured as a fixed component plus performance incentives benchmarked against other edtech companies. Exact figures depend on experience and location, so refer to the specific job posting for details.
Apply on Jobaaj, and use this guide to prepare before your first round.
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