Korn Ferry

Korn Ferry's process is interview-heavy and varies by line of business. The stages below cover most analyst, associate, recruiter and consultant roles in India.

1. Application and recruiter screen

Apply through the Korn Ferry careers site, a referral, campus placement or a job portal such as Jobaaj. An internal recruiter calls to walk through your background, interest in the specific practice, communication style and salary expectations. Because the firm is itself in the talent business, this screen is taken seriously.

2. Online assessment

Many roles include Korn Ferry's own assessments, which measure cognitive ability, work-style preferences and competencies. RPO and search roles may add a short written or research exercise, such as mapping candidates for a sample role.

3. Hiring manager interview

A 30 to 45 minute conversation with the practice leader or team manager on your experience, why the practice, and behavioural examples of stakeholder handling, research rigour and delivery under deadlines.

4. Case or practical exercise

Consulting and rewards candidates get a case on an organisation design, pay benchmarking or talent problem. Search and RPO candidates may be asked to present a sourcing strategy or to conduct a mock candidate call.

5. Senior leader or panel interview

A partner, country leader or a panel from the practice tests executive presence, judgement and fit with the firm's culture. Expect questions on handling confidential information and difficult client conversations.

6. HR discussion and offer

Compensation, bonus structure, location and start date are finalised, followed by background verification and the offer letter.

The rounds below describe a typical associate or consultant loop; recruiter and sourcer roles in RPO are usually shorter, with two interviews and a practical exercise.

Round 1: Recruiter and assessment round

A 20 to 30 minute call followed by online assessments completed at home. The assessments are untimed or lightly timed and focus on reasoning and work style rather than trick questions.

• Walk me through your resume and why this practice
• Numerical and verbal reasoning items
• Work-style and competency questionnaire

Round 2: Hiring manager interview

Thirty to 45 minutes on video with the team lead. Behavioural questions dominate; have two or three detailed examples ready.

• A time you managed a demanding stakeholder
• How you research a company, industry or candidate pool
• Handling a conflict between speed and quality on a search

Round 3: Case or practical exercise

Forty-five to 60 minutes. Consulting candidates solve a structured case; search and RPO candidates present a sourcing plan or run a mock screening call with the interviewer playing a candidate.

• A client wants to cut leadership layers: how would you approach it
• Benchmark pay for a CFO role in a mid-cap Indian company
• Map the top 15 candidates for a Head of Sales role in FMCG

Round 4: Partner or panel interview

Thirty to 45 minutes with a senior leader. This round tests presence, judgement and long-term intent.

• Why consulting or search rather than an in-house HR role
• How would you handle a client who wants to poach from a current client
• Where do you see the talent market moving in the next few years

Round 5: HR round

Fifteen minutes on compensation, bonus, notice period and location.

• Current and expected CTC
• Joining timeline
• Comfort with hybrid work and client travel