ING Interview Guide
Everything we know about interviewing at ING: the process stage by stage, what each round tests, and reports from candidates who interviewed.
Interviewing at ING
What the process looks like, and what ING is really testing for.
ING’s interview loop is a mix of HR screening, technical assessments, and conversations that emphasize fit and leadership. Across reported experiences, the technical parts are often panel-based and structured, with a noticeable emphasis on Java and databases, plus additional role relevant areas like Spring Boot and Terraform for the relevant tracks.
What gets tested, based on the extracted topic set, is technical depth and reasoning (Java, SQL, Spring Boot, quality assurance/testing for QA, and modeling or domain analysis like DCF, IRRBB, and market outlook analysis), plus problem solving and communication (case study evaluation and scenario-based problem solving). For finance and risk-adjacent roles, the topics directly include DCF modeling, IRRBB, and market outlook analysis, and for other tracks you should still expect structured evaluation of how you think through real tasks.
The process timing varies in the reports, with some candidates moving quickly and others experiencing long waits or unclear follow-up. Even when interviews go well, the candidate reports show that outcomes can end without an offer, and the overall offer rate from the reports provided is 0.0%.
From the question data, Java and SQL are absolute pillars (both at 100% prominence), and several of the reported loops include a live or interactive coding component, so your ability to reason through code and data together matters more than memorizing frameworks alone.
The ING interview process
4 stages, based on 500 candidate reports.
Recruiter Screen
Short call, timing variesYou start with an HR or recruiter-led screening to discuss your background and motivation, and to assess fit for the role. Some reported experiences include an additional HR-led screening step before technical work.
Technical Assessments and Technical Interviews
Multiple rounds, timing variesYou then move into technical evaluation that can include problem solving, live or interactive coding, and often panel discussions. Based on the topic data, expect Java and SQL as central themes, plus role-specific areas like Spring Boot, QA/testing, Terraform, and finance or risk modeling topics.
Behavioral, Scenario, and Manager or Leadership Discussions
Final rounds, timing variesAfter technical work, you get assessed on cultural fit, leadership potential, and scenario-based problem solving. Some loops include discussions with managers or chapter leads, and others include leadership discussions focused on alignment with the bank’s values and strategic thinking.
Final Decision
After final discussionsYou reach a final decision stage involving stakeholders, which follows the last interview rounds. Candidate reports indicate that even after multiple interviews, outcomes can still end without an offer and follow-up can be slow or unclear.
What ING evaluates
How often each skill shows up across reported interview loops.
Interview guides by role
Each guide has the questions ING interviewers actually ask, the loop structure, and total compensation by level.
Insider tips
Patterns from candidates who got offers, and the mistakes that most often sink a loop.
Real interview experiences by role
Read what candidates said about interviewing at ING: the loop, difficulty, and outcomes, straight from recent reports for each role.
ING interview FAQ
Answered from real candidate and workplace data, marked up for rich results.
What people say about ING
Verbatim snippets pulled from employee and candidate reviews.
Promotion opportunities are progressing slowly.
The pay is competitive for my level of experience.
Frequent restructuring creates uncertainty and a lack of clear career paths.
Focus on identifying and retaining high performers to strengthen the organization.
The work environment is average, heavily influenced by team dynamics and leadership.
Management should enhance communication with staff and be more receptive to employee feedback.
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