JPMC

I participated in the JPMorgan Chase & Co. (JPMC) Code for Good recruitment process through my college. The entire process was conducted as part of the on-campus recruitment drive. I was particularly interested in this opportunity because Code for Good combines software development with real-world problem solving, so I was looking forward to seeing how the selection process worked. The process started with the registration and application through the college placement process. After the initial registration, I received an invitation for the online assessment. The OA was the first proper stage where we were evaluated. The online assessment consisted of coding questions along with other assessment-based questions. The coding section was primarily focused on DSA and general problem-solving. The questions involved concepts such as arrays, strings, hashing, and basic data structures. Most of the concepts themselves were familiar, but the real challenge was managing the time properly. I initially spent some time trying to understand one of the questions and considered a brute-force solution. After looking at the constraints more carefully, I realized that the approach would not be efficient enough and switched to a better solution. This took away some valuable time, so I had to move through the remaining questions more quickly. Apart from coding, there were also aptitude and technical-oriented questions. I tried to avoid getting stuck on any particular question and focused on maximizing the overall score within the available time. Once the assessment was completed, there was a waiting period before the next update. I subsequently received the invitation for the HireVue round. This stage was quite different from a normal technical interview. Instead of having a live conversation with an interviewer, the questions were presented through the HireVue platform and I had to record my responses. The HireVue round mainly tested behavioral and situational aspects. There were questions related to teamwork, handling difficult situations, problem-solving, communication, and previous experiences. Some questions required me to describe a particular situation from my college experience and explain what I did, while others presented a hypothetical scenario and asked how I would handle it. The recorded format was probably the strangest part for me. In a normal interview, if the interviewer asks a follow-up question, you can immediately understand what they are looking for and continue the discussion. Here, I had to prepare my thoughts within the given time and then record the answer. There was no interviewer reacting to the response, so I had to make sure that the answer was understandable on its own. I talked about some of my college projects and team-based experiences while answering the questions. I tried to explain my actual contribution instead of giving generic answers. For teamwork-related questions, I focused on situations where there were different approaches within the team and how we eventually divided the work and reached a solution. After completing the HireVue round, I was waiting for the shortlist for the next stage, which was the actual Code for Good event. At that point, I was hoping to make it through because I had already completed both the coding assessment and the video-based assessment. However, I eventually received the update that I had not qualified for Code for Good. My process ended there, and I wasn't invited to the Code for Good event or any further technical/interview stage. There was no detailed individual feedback explaining exactly why I wasn't shortlisted. Because of that, it was difficult to identify whether the deciding factor was my OA performance, HireVue responses, or the overall shortlist criteria. One thing I found interesting about the JPMC process was that it wasn't purely a DSA-based recruitment process. The OA tested technical problem-solving, while HireVue added a completely different layer involving communication and situational judgment. Preparing only coding questions therefore wouldn't have been enough for the complete process. Although I didn't qualify for Code for Good, I still found the process useful. The OA made me realize the importance of solving DSA questions quickly under a fixed time limit, while the HireVue round showed me that being able to communicate experiences clearly is a separate skill that also needs preparation. Overall, my JPMC Code for Good journey was on-campus application → Online Assessment → HireVue → not qualified for Code for Good. There was no further interview round in my case. The result was disappointing, but the experience gave me a better understanding of how large-company campus recruitment can combine technical assessment with behavioral evaluation.