Prudential plc Interview Questions
& Process

So I had an interview through Gojek's recruitment, but the interviewer now works at Prudential, which was kinda weird. The HR person didn't turn her camera on the whole Zoom call and was super cold and not welcoming, making it really uncomfortable and unprofessional. I tried to follow up afterwards nicely about the results, but got zero response - no update, no confirmation, nothing. It was disappointing because other companies, even international ones, are way more respectful and transparent with communication. Hope this feedback helps them improve the candidate experience!

I was invited for a group interview at Prudential. It was structured and professional, starting with an intro to the company and role. The interviewers mostly watched quietly, letting us talk. It was formal but not scary, and the directions were clear. Everything went smoothly and was organized, but since it was a group thing, I didn't get to talk one-on-one with the interviewers much.

After several rounds of interviews where I presented my brand and marketing accomplishments and offered detailed strategies for enhancing the Prudential brand, it became evident that the team has a significant gap in branding expertise. Instead of seeking strategic or creative direction, they are looking for someone to implement established brand guidelines across various offices. In agency terms, the team functions more like account managers, concentrating on execution rather than strategy or innovation. This is particularly worrying given the company's objective to rebrand for competitive advantage. It's clear why they're losing market share without addressing this lack of strategic and creative foresight. Wishing them luck, they'll certainly need it.

The first round was with the hiring team lead and a future co-worker. We talked about what the role entails and they asked a lot about data modeling, specifically details of Kimball's data modeling. The second round was with the supervisor of the team lead. We discussed future plans for the department and the process for the next interview. The third round was with another team lead, and it was mostly behavioral, focusing on my past work experiences.