OYO

1. Application and resume screening

Candidates typically apply through Jobaaj or the OYO careers page, and recruiters shortlist profiles based on relevant hospitality, technology, or sales experience. Prior exposure to travel or hospitality platforms is a plus.

2. Recruiter screening call

A talent acquisition specialist typically conducts a short call covering background, current role, and comfort with a fast-paced, field-facing environment, along with basic compensation expectations.

3. Technical or functional interview

A senior team member evaluates coding ability, revenue management concepts, or business development skills, depending on the role, often through scenario-based questions drawn from real property operations.

4. Case or problem-solving round

Candidates may be asked to work through a scenario such as improving occupancy for an underperforming property or onboarding a new hotel partner, with the panel assessing structured, practical thinking.

5. Managerial round

A hiring manager assesses ownership, adaptability, and fit with OYO's fast-moving hospitality technology culture, and typically explores how the candidate handles ambiguity in a rapidly changing business.

6. HR interview and offer

The final round covers compensation, location, and joining timelines, followed by an offer letter, with HR also outlining benefits and travel expectations where relevant.

OYO's interview process typically has three to four rounds for most engineering, operations, and business development roles, with an extra technical round for senior engineering positions.

Round 1: Recruiter screening call

A 15-20 minute call typically reviews background, relevant experience, and comfort with field-facing or fast-paced work, along with an overview of the interview stages ahead.

• Walkthrough of past hospitality, sales, or technology experience
• Willingness to travel for property visits, where applicable
• Current compensation and notice period

Round 2: Technical or functional interview

A senior team member conducts a 30-45 minute discussion relevant to engineering, revenue management, or business development, often asking the candidate to walk through a past project in detail.

• Coding or system design basics for engineering roles
• Pricing or occupancy optimisation for revenue and business roles
• Onboarding a new hotel partner onto the platform

Round 3: Case or business round

Candidates work through a practical scenario relevant to OYO's hotel partner or guest experience operations, with evaluators looking for practical, customer-centric reasoning.

• Improving occupancy for an underperforming property
• Resolving a guest complaint about room quality
• Negotiating better terms with a hesitant hotel owner

Round 4: HR interview

The final round covers compensation, location, and joining formalities, typically lasting 20-30 minutes, along with a discussion of benefits and growth opportunities.

• Salary expectations and current notice period
• Long-term interest in hospitality technology
• Comfort with travel or field-based work