Open Interview Process

For candidates - Applying to Acceldata

The best way to apply for positions at Acceldata is directly through our careers page where all the open roles are listed.

If you do not find a relevant role, we encourage you to reach out to us directly at careers@acceldata.io and check back with us in the future as we continue to grow.

To apply:

Go to our careers page and select 'Open Positions'.

Choose the job that aligns with your experience and review the description of the role.

Check out our mission and core values before you apply for a role.

If the role sounds interesting to you, fill out the application form at the bottom of the page, then click the "Submit Application" button.

We are committed to conducting our interview process in a timely and efficient manner. At any stage, you're welcome to reach out to your recruiter for updates on your application status. We at Acceldata, follow a structured and well-defined interview process designed to ensure fairness, consistency, and clarity for every candidate. Each interview round is thoughtfully crafted to evaluate specific competencies relevant to the role.

Candidate Application

Once you apply, you'll receive an automated confirmation email from our Applicant Tracking System (Lever). This message thanks you for your application and includes details about next steps and the ways to stay connected with Acceldata through our Linkedin and Meetup Community.

Recruiter Phone Screen

If your profile aligns with the role, the recruiter will reach out to schedule a 30-minute call to learn more about your background and experience. Based on the outcome of the screening call, you could proceed to the next round of interview.

Exploratory Call

The purpose of this round is to evaluate the role fitment and to provide you with a detailed understanding of the role and the team we are hiring for. What we would like to know at this stage is about your career journey, experience, skills, some of the impactful / challenging proejcts you've worked on. We encourage you to ask questions especially regarding the role and company and evaluate whether the role you are getting interviewed for is in line with your career aspirations.

Sharing the interview prep guide

The recruiter will share the Interview prep guide that is specific to the role we are hiring for. This is a very important document that we recommend every candidate to read. It talks about what to expect in each round and how to prepare effectively.

Team Interviews

The core competencies and skills needed for the role would be evaluated during the team interviews. Example- For engineering roles, it is coding, problem solving & data structure, LLD, HLD.

Hiring Manager Round

The hiring manager will be focussed on behavioural aspects like Collaboration, Accountability, Adaptability etc to evaluate whether the candidate can succeed in the role and fit into the team.

Cultural Fitment Round

The purpose of this round is to ensure your values align well with Acceldata's core values.

Interview debrief

After each interview round, interviewers submit a detailed feedback form in the ATS. To avoid bias, feedback from each round remains confidential until the debrief. During the debrief, the interview panel reviews all feedback collectively and assesses overall alignment before making the final hiring decision.

Reference Check

If you are selected for the role the recruiter will conduct at least two reference checks before working on the offer. One reference should be someone who has managed you directly, and the other should be a colleague who has worked closely with you and can speak to the quality of your work.

Offer Rollout

The recruiter will reach out to you and share the offer details verbally, followed by rolling out of the official Offer Letter.

To support your decision-making, the hiring manager and the TA team will be available to answer any questions you may have. While we hope to hear back within three days, we understand that this is an important decision and are happy to extend the offer acceptance deadline—up to 7 days—so you have the time you need to make the best choice for yourself and your family.

Onboarding

On acceptance of the offer, the onboarding team will reach out and share the onboarding plan.

Technical / Functional Expertise

A solid foundation in their area of expertise.

– For technical roles, this means a strong grasp of computer science fundamentals such as data structures, algorithms, system design, and programming. Our tech stack is Java, Scala, Golang; Please refer to the job description for specific tools and technologies.

– For non-engineering roles, we look for equivalent depth in domain knowledge—whether it's UX, Product, Marketing, or other specialties.

Ownership & Accountability

A strong bias for action with full ownership of outcomes. Highlight real-life examples where you were responsible for driving results. To structure your response effectively, consider using the STAR format (Situation, Task, Action, Result).

Collaboration & Communication

Work seamlessly across teams and functions. Use real examples to showcase your ability to contribute to shared goals.

Problem Solving & Critical Thinking

A creative and independent thinker with strong analytical skills.

Cultural Fit & Values Alignment

Read company values.

Adaptability and Agility

Individuals who thrive in ambiguous environments where priorities shift quickly and resources are often limited. Share real stories of change or uncertainty.

Resilience and Growth Mindset

Be ready to share examples showing how you learned from failure or handled setbacks
— the abilitiy to bounce back and continuously improve is an important attribute for an Accelo.

Preparedness and Research

We would like to hear about what you know about Acceldata and what inspired you to apply for the role?

We keep the interviews structured, unbiased, fair and efficient to ensure effective evaluation and good candidate experience. The interviews will be based largely on evaluating three importantant aspects -

1. Skills 2. Experience / Behavioural  3. Cultural / Core Values.

We avoid bias - to ensure that every interviewer forms their own independent assessment, the feedback of every round is kept confidential till the intrerview debrief meeting.

1. How do we evaluate skills?
We present real-world problems or scenarios to assess your technical abilities and problem-solving approach. Our focus is on understanding how you break down the problem, clarify the requirements, state your assumptions, and articulate your solution clearly and effectively.‍

2. How do we evaluate experience?
We dive deep into your experience and career progession. We focus on real life examples rather than hypothetical situations to evaluate core competencies like teamwork, problem-solving, ownership & accountability, communication, adaptability & leadership. We encourage STAR method [ Situation, Task, Action, Result ] to structure your responses. ‍

3. How do we evaluate for Cultural / Core Values?
We translate our core values into observable behaviors and evaluate through structured, evidence-based methods. Read the company values here.

Hiring decisions are made in an Interview debrief meeting where all interviewers come together to make a collective hiring decision in a structured, fair, and evidence-based manner. All interviewers share feedback independently before group discussion. The hiring manager makes their decision based on the outcome of this meeting.