Aviva Interview Guide
Everything we know about interviewing at Aviva: the process stage by stage, what each round tests, and compensation by level.
Interviewing at Aviva
What the process looks like, and what Aviva is really testing for.
Aviva’s interview process, as reported for the roles covered in this dataset, centers on multiple screening steps, then moves into technical evaluation and, for some candidates, assessment-center style components and a final exec-facing step. The topics that show up most often across the question data are ETL, Business Analysis, Machine Learning Engineering expectations, and Solutions Architecture, plus a strong secondary emphasis on data quality, data wrangling, case study analysis, and lakehouse architecture.
What you are really being tested on is your ability to handle end to end data work and data platform thinking, combined with business analysis and case based problem solving. The highest percentile topics are ETL, Business Analysis, Machine Learning Engineering expectations, and Solutions Architecture, and the rest of the long list shows that you should be ready to discuss data quality governance, data wrangling, case study analysis, and regulatory compliance reporting alongside core software engineering and coding/writing code.
In terms of what to expect after interviews, the dataset does not provide a timeline or any offer outcomes, the reported offer rate is 0.0%. You should also expect a mix of evaluation styles: recruiter screens, technical assessments that may include take-home assignments or live data tests, behavioral and cultural fit checks, and in some cases group activities, aptitude or situational judgment tests, and a final presentation or executive discussion.
The most prominent topics in the question data span both data engineering and data platform design (ETL, lakehouse architecture, data quality governance) and business analysis (business analysis, regulatory compliance reporting, case study analysis), so you should expect technical depth to be paired with business reasoning rather than purely coding.
The Aviva interview process
4 stages, based on 500 candidate reports.
Initial screening
Not specifiedYou start with screening calls with an internal recruiter to assess your background and fit for the role. This step is listed as the process beginning with a screening call, and it is aimed at basic qualifications and fit.
Assessment center and/or behavioral assessments
Not specifiedSome candidates go through assessment-center style evaluation, which can include group activities or presentations, aptitude tests, and situational judgment tests. Behavioral assessment and behavioral interviews are also listed to evaluate teamwork and high level design capabilities, plus cultural fit and teamwork.
Technical assessments and interviews
Not specifiedYou then complete a series of interviews and technical evaluations. Technical assessments may include take-home assignments or live data tests, and the prominent topics to prepare for include ETL, data wrangling, data quality governance, case study analysis, solutions architecture, lakehouse architecture, regulatory compliance reporting, and coding or writing code.
Final stage: executive discussion and/or final presentation
Not specifiedThe process concludes with a final executive discussion for some candidates, and for others there is a final presentation to showcase skills and fit for the team. The dataset does not provide the ordering or exact combination across roles, only that these appear as concluding steps in the reported process.
What Aviva evaluates
How often each skill shows up across reported interview loops.
Interview guides by role
Each guide has the questions Aviva interviewers actually ask, the loop structure, and total compensation by level.
What Aviva pays, by level
Estimated total compensation: base salary plus stock and annual cash bonus.
Insider tips
Patterns from candidates who got offers, and the mistakes that most often sink a loop.
Aviva interview FAQ
Answered from real candidate and workplace data, marked up for rich results.
What people say about Aviva
Verbatim snippets pulled from employee and candidate reviews.
While the workplace culture is generally positive, the compensation does not reflect the effort put in, and pay increases are not tied to performance or job complexity.
To foster a more productive environment, management should recognize and reward employees who take initiative and contribute significantly.
The work-life balance is commendable, along with a solid pension and stock scheme.
Compensation is mediocre, and the leadership creates a toxic environment that hinders growth.
Avoid this company if you're looking to enhance your technical skills, as the tech culture is limiting.
While the company provides valuable initial experience, there are limited opportunities for career progression.
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