AIG interview process & guide 2026
Everything we know about interviewing at AIG: the process stage by stage, what each round tests, compensation by level, and reports from candidates who interviewed.
- 1Recruiter screening
- 2Digital or initial screening
- 3Hiring manager interview
- 4Technical screening and/or technical assessment
- 5Panel and Super Day
Interviewing at AIG
You will go through a multi-stage process that typically starts with a recruiter screening, then moves into hiring manager and panel style interviews, with some roles also using digital interviews such as HireVue. Across the reported loop steps, the common pattern is a mix of fit and behavioral questions early, with later stages adding more role-specific discussion that can include architecture or technical depth.
The topics most prominently surfaced across the interview question data are SQL (percentile 89) and Python (percentile 89), plus Data Analysis (percentile 71) and Data Engineering (percentile 71), and Data Governance (percentile 70) and Data Architecture (percentile 55). Generative AI appears prominently too (percentile 70), and communication and stakeholder style skills also show up frequently, with Communication Skills (percentile 59), Stakeholder Communication (percentile 53), and Collaboration style topics in the mid range (percentiles around 38 to 55).
Based on candidate reports, interview difficulty is most often medium (62.5%), with easy at 28.8% and hard or very hard together at 8.7%. After interviews, outcomes in the aggregated dataset show an offer rate of 0.0% and several candidates report long waits or no follow-up, with scheduling and communication issues recurring in the reports.
Even when technical content shows up, the reported loops frequently emphasize behavioral and communication fit, so you should be ready to connect your experience to how you collaborate and communicate, not only to solve problems.
How hard is the AIG interview?
Aggregated from 640 interview experiencesAbout 1 in 2 candidates with a known outcome convert.
The interview process, end to end
5 rounds · based on 640 candidate reports- 1Recruiter screening
You will have an initial recruiter touchpoint to verify your background and interest, including fit for the role and interest in a GenAI and transformation space for at least some teams. Prepare to discuss your experience and why you want to be in the solutions or relevant architect or team context.
- 2Digital or initial screening
Some roles include an initial digital screening such as HireVue or a recorded behavioral assessment, and some candidates also report an initial screening by talent acquisition for basic qualifications and expectations. Expect foundational behavioral questions and basic role fit.
- 3Hiring manager interview
You will meet the hiring manager for a deep dive into your resume and relevant experience. Reported emphasis includes architecture philosophy and your approach to product design strategy for roles where that came up, so be ready to explain how you think and why your past work fits.
- 4Technical screening and/or technical assessment
Some loops include a technical screening with live coding or take-home work, reported as focused on SQL and Python data manipulation and sometimes broader programming proficiency. Other roles report a technical assessment that can also test insurance operations and regulatory requirements, alongside coding and problem-solving.
- 5Panel and Super Day
You may complete multiple interviews via panel formats, including cross-functional partners and peers, with behavioral and cultural alignment questions. Some candidates report a super day style block with back-to-back interviews that include system design deep dives and behavioral questioning, so prepare for both communication and technical discussion.
What AIG actually tests for
How prominent each skill is across reported loopsFind the guide for your role
This is your next step: open the guide for the role you are interviewing for. Each one carries the questions AIG interviewers actually ask that position, the loop structure, and pay by level.
Real interview experiences
What candidates said about the loop, difficulty, and outcomes, straight from recent reports for these roles.
What AIG pays, by level
Estimated total compensation: base salary plus stock and annual cash bonus.
What separates offers from rejections
Patterns from candidates who got offers, and the mistakes that most often sink a loop.
Do this
- Prepare SQL and Python in a way you can explain clearly, because both are highly prominent in the topic data (SQL percentile 89, Python percentile 89) and some loops mention SQL and Python data manipulation in technical screens.
- Have concrete examples ready for communication, stakeholder interaction, and cross-functional collaboration, since Communication Skills (59), Stakeholder Communication (53), and Cross-Functional Collaboration (55) are recurring themes in the interview topics data.
- For later stages, be ready to discuss your architectural approach or architectural philosophy, because hiring manager interviews and super day style steps explicitly mention architectural discussions and system design style deep dives in the reported steps.
- If you get a digital interview, treat it like a real interview, because at least some candidates report HireVue or recorded behavioral screening followed by silence, so practice clear, structured responses.
Avoid this
- Do not assume the process is purely technical. Multiple reports describe behavioral-heavy loops even when there was some technical component, and the topic data shows communication and collaboration are consistently tested.
- Do not leave logistics to chance. Multiple candidate reports describe rescheduling, delayed communication, or lack of follow-up, so confirm scheduling and timelines and keep a paper trail.
- Do not underprepare on data governance and data architecture. These topics are prominent in the question data (Data Governance percentile 70, Data Architecture percentile 55) and can be surfaced during later interviews.
- Do not wait passively after interviews. The aggregated outcome shows 0.0% offer rate in the dataset and multiple reports mention not hearing back or having long gaps, so follow up if you do not receive updates.
AIG interview FAQ
Answered from real candidate and workplace dataHow hard are the interviews here?
Across candidate reports, most interviews are rated medium difficulty (62.5%), with easy at 28.8%. Hard and very hard together account for 8.7% (7.3% hard, 1.4% very hard).
Do candidates get offers?
In the aggregated dataset provided, the offer rate is listed as 0.0%. Separately, some individual reports mention not receiving an offer, and a number of reports describe ghosting or delays after interviews.
What topics should I prioritize most?
Prioritize SQL and Python first, since both are the most prominent topics (percentile 89). Next, focus on Data Analysis (71), Data Engineering (71), Data Governance (70), and Generative AI (70). Communication skills and stakeholder style topics also appear frequently (Communication Skills 59, Stakeholder Communication 53).
What does the loop usually look like, step by step?
Common steps reported include Recruiter Screening, Hiring Manager Interview, and Panel Interviews, with some roles also having Technical Screening and a Super Day. Digital interviews like HireVue and behavioral rounds are also reported for some roles.
Is the process fast or slow, and what happens after interviews?
Candidate reports include examples of compressed but efficient scheduling and also examples that took about a month, and others that stretched over a couple of months. After the final interview stages, several reports describe delayed updates or no follow-up.
Should I re-apply if I get no response or no offer?
The provided dataset does not include any policy on re-application. What it does show is that some candidates experienced no follow-up after digital or early screening stages, so you may want to ask your recruiter about next steps before deciding.
What people say about AIG
Verbatim snippets from employee and candidate reviews“The team is supportive, making the interesting work more engaging.”
“Urgency levels can vary significantly by department, which can create challenges.”
“The exam support is excellent and greatly appreciated.”
“Streamlining the approval process would significantly enhance the overall experience.”
“Great exam support, but the bureaucratic delays can be frustrating.”
“Bureaucratic delays can be frustrating, particularly with the approval of offer letters.”
Related company guides
Companies that hire for the same roles
Ready for your AIG interview?
Practice the exact questions from this guide with AI feedback, and walk into your loop knowing what to expect.