Hindustan Unilever

The UFLP process is a multi-stage assessment run largely online, ending in a discovery centre. Lateral hiring for experienced roles is interview-led and shorter.

1. Online application

UFLP candidates apply on the Unilever careers portal or through their campus placement cell, choosing a function. Lateral candidates apply on the careers site, LinkedIn or job portals such as Jobaaj. Initial screening checks eligibility and academic background.

2. Game-based assessment

Shortlisted UFLP candidates complete a set of short online games that measure traits such as attention, risk appetite, emotional recognition and learning agility. There is no preparation material; the advice is to play honestly and without distraction.

3. Digital video interview

Candidates record answers to a handful of questions on a video platform within a set time. Questions cover motivation for HUL and the chosen function, past achievements and situational scenarios. Responses are assessed for structure, clarity and evidence of leadership behaviours.

4. Discovery centre

The final UFLP stage, run virtually or in person over a day. It combines a business case with a presentation, a group exercise and one-to-one interviews with senior HUL managers, and is designed to simulate real work rather than test knowledge.

5. Functional and leadership interviews (lateral route)

Experienced candidates go through two or three interviews with the hiring manager, a functional director and sometimes a cross-functional leader, focused on results delivered, leadership behaviours and fit.

6. Offer and onboarding

Successful UFLP candidates receive management trainee offers and join a structured programme with cross-functional stints; lateral hires receive an offer after background checks.

The rounds below describe the UFLP assessment stages as they run in 2025-26, followed by what lateral candidates should expect.

Round 1: Game-based assessment

Around 30 to 40 minutes of short online games. They are not aptitude tests in the traditional sense and cannot be crammed for; they build a profile of your natural working style.

• Attention and memory tasks under time pressure
• Risk and reward decision games
• Reading emotions from facial expressions

Round 2: Digital video interview

Typically four to six questions, each with a short preparation window and a one-to-two minute recording. Structure your answers with situation, action and result, and speak to the camera as you would to a person.

• Why Unilever and why this function
• An achievement you are proud of and what it shows about you
• How you would handle a distributor or stakeholder conflict

Round 3: Discovery centre business case

You receive a case pack on a brand, market or supply chain problem, prepare for a fixed time and present recommendations to a panel, followed by questioning.

• Launching a product in a new category or region
• Fixing a distribution gap in rural markets
• Trade-offs between margin, volume and sustainability

Round 4: Discovery centre group exercise and interviews

A group task with other candidates where assessors watch collaboration and influence, then one-to-one interviews with senior managers on your motivations, values and leadership examples.

• Building consensus in a group with competing priorities
• Tell me about a time you led without formal authority
• How you handle setbacks and feedback

Round 5: Lateral hiring interviews

Experienced candidates meet the hiring manager and one or two senior leaders over 45 minute interviews focused on business results, functional depth and leadership behaviours, followed by an HR discussion on compensation.

• Quantified achievements in your current role
• Functional questions on sales planning, brand management or supply chain
• Compensation and mobility