Spring Weeks, tracked live.

Spring into J.P. Morgan

1. 1Application + CV — Online form and CV, screened largely automatically on completeness and eligibility.
2. 2Pymetrics games — Around a dozen short cognitive and behavioural games, 20-25 minutes, building a behavioural profile rather than testing finance.
3. 3HireVue video — One-way recorded interview, roughly 5-7 behavioural and situational questions.
4. 4Spring superday — One or two interviews, usually with junior bankers, weighted to motivation and basic commercial awareness.

Different here: The only major spring week process where a game-based assessment sits early enough to end your application before a human reads it.

Do this: Do the Pymetrics practice round properly and unrushed — it is not revisable, but it is losable by rushing. Then spend your prep time on the HireVue: record yourself once, watch it back, and cut your answers to 90 seconds.

Spring Insight / Emerging Leaders

1. 1Application + CV — Online form and CV; expect degree, grades and completeness to screen first.
2. 2HireVue video — Pre-recorded video interview — the stage Goldman leans on hardest at insight level.
3. 3Final round — Interviews with bankers, run as a shortened version of the firm’s superday format.

Different here: Goldman weights the recorded video round more heavily than peers at this stage, so a weak HireVue is rarely rescued later.

Do this: Treat the HireVue as the interview, not a formality. Have three specific, non-generic reasons for Goldman over any other bank, and make one of them about a division rather than the firm.

Spring Insight (Institutional Securities / Technology)

1. 1Application — Online form, opening around September for the following spring.
2. 2Online assessments — Numerical reasoning and situational judgement, typically October-November.
3. 3Video interview — Recorded round for candidates through the online assessments, November-December.
4. 4Assessment centre — Final round for shortlisted candidates, typically January-February.

Different here: The longest and most staged process of the major spring weeks — four rounds spread across roughly five months, with a genuine numerical test rather than only behavioural screening.

Do this: Numerical reasoning is the one spring week stage you can straightforwardly revise for. Do timed practice sets until speed stops being the constraint, then pick your division early — the Institutional Securities week lets you choose a desk mid-week, and knowing which one you want reads as genuine interest.

Spring Insight Programme

1. 1Application — Online form; the full process from submission to decision runs roughly five to six weeks.
2. 2SHL assessments — Cognitive ability, personality and a "mindset" assessment, supplied by SHL.
3. 3HireVue video — Recorded interview of six competency questions with two minutes to answer each.

Different here: The tightest video format of the set: six questions, two minutes each, no follow-ups and no recovery from a rambling answer.

Do this: Two minutes is the whole brief. Pre-build six competency stories in STAR form, timed to 100 seconds so you land the point before the clock does, and cover teamwork, failure, leadership, conflict, initiative and interest in finance.

Spring Insight, 1st Year Programme

1. 1Application + CV — Division-specific application with a CV attached, reviewed on a rolling basis.
2. 2Online assessments — Screening assessments ahead of the video round.
3. 3HireVue video — Recorded video interview.
4. 4Interviews — One or two competency and motivation interviews — teamwork, integrity, analytical thinking and genuine interest in finance.

Different here: You apply to a named division (Banking, Markets, Services, Global Wealth, Corporate Banking) rather than to the bank, so a generic "why Citi" answer fails earlier here than elsewhere.

Do this: Pick the division before you write a word, and make the application about that division’s work. Applying to several Citi divisions with the same answers is the single most visible mistake on this process.