Intervyo | AI HireVue & Interview Practice for the US

HireVue practice

70% of candidates get cut at HireVue. Drill the real thing until you don't.

Most candidates do their first HireVue when it actually counts. One take, no do-overs, gone. Practice the same format here with real company questions, as many times as you need.

Real HireVue questions from real companies · Goldman behaviorals look nothing like Deloitte SJTs. We have the bank for each.
30-second prep, 2-minute answer, one shot · The same timer and recording window as the real thing. So when it counts, the format already feels familiar.
A full report after every run · Six competency scores, a STAR breakdown of each behavioral, an improved version of every answer, filler-word counts, the follow-ups a real interviewer probably would have asked, and a debrief written in recruiter voice.

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Interview assessment

Asset Management Analyst

Summer Internship · HireVue practice

68/100

Competitive with reservations

Competency breakdown

Communication

70/100

Structure

68/100

Relevance

74/100

Depth

61/100

Confidence

66/100

Readiness

67/100

VyoExecutive summary

A real ownership story, told as an afterthought. You spotted a table that did not match the source, fixed the whole report and were handed it every week from then on. The ownership goes by in one clause and the outcome arrives as 'I think it was appreciated'. Say what you checked, then state the outcome as fact.

Intervyo

68/100

Competitive with reservations

Interview assessment

Asset Management Analyst

Summer Internship · HireVue practice

VyoExecutive summary

A real ownership story, told as an afterthought. You spotted a table that did not match the source, fixed the whole report and were handed it every week from then on. The ownership goes by in one clause and the outcome arrives as 'I think it was appreciated'. Say what you checked, then state the outcome as fact.

Competency breakdown

Communication70/100

Structure68/100

Relevance74/100

Depth61/100

Confidence66/100

Readiness67/100

Show why each score was given

Strengths & areas for improvement

Strengths

A specific example with a clear trigger: numbers in one table that did not match the source spreadsheet.
You flagged the problem to your manager before fixing it, which shows care as well as initiative.
The outcome is concrete: you were asked to do the report every week from then on.

Areas for improvement

Give the action its due. Say that you checked the whole report against the source spreadsheet, not only the table you spotted.
Replace 'I think it was appreciated' with the outcome itself. Being given the report every week answers the question.
Spend less of the answer on being asked to update the report and more on what you decided to do about it.

Live AI interviews

Vyo reads your Resume. Then asks what an interviewer would.

Vyo pulls actual lines from your Resume (“walk me through that spring week deal”), then follows up when your answer needs probing. Difficulty goes from friendly chat to grilling, your choice.

Reads your Resume before you start · Vyo pulls real lines from your Resume ("walk me through that deal you mentioned"), instead of asking the same five questions everyone gets.
Follows up where your answer needs probing · Weak on numbers? Vyo digs. Vague on motivation? Vyo digs. No two runs are the same.
Annotated transcript, every line marked · Strong lines highlighted green, wobbles amber, red flags red. Vyo's notes inline on exactly what to fix and how to say it next time.

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Summer Analyst

7:42End

Speaking

Recruiter

You said you chose the eight peers yourself. How did you decide which companies belonged in that set, and which did you leave out?

Transcript

Live

Interviewer

Tell me about a piece of work from your internship that you are proud of.

You

I built the comparables table for a pitch to a retail client. I chose the eight peers myself and checked every multiple against the last two years of filings.

Summer Analyst

7:42

RecruiterSpeaking

You said you chose the eight peers yourself. How did you decide which companies belonged in that set, and which did you leave out?

Transcript

Interviewer

Tell me about a piece of work from your internship that you are proud of.

You

I built the comparables table for a pitch to a retail client. I chose the eight peers myself and checked every multiple against the last two years of filings.

Interviewer

You said you chose the eight peers yourself. How did you decide which companies belonged in that set, and which did you leave out?

LeaveEnd

Online Assessments

Goldman runs SHL. McKinsey runs Solve. We have both.

Numerical, verbal, logical, situational judgment, personality, coding, and game-based. Each one tagged to the company that uses it. SHL at Goldman, Solve at McKinsey, cut-e elsewhere. Practice the test you will actually sit.

The exact test your company uses · Not a generic stand-in. Every format tagged to the firm that sets it, so what you practise is what you'll sit on the day.
Adapts question by question · Get one right, the next gets harder. Get one wrong, easier. So you walk away knowing where you actually stand.
Tells you what to fix · "You are spending too long on table-data questions" beats "you got 68%". Specific advice per weak area.

Try psychometric tests

Q3 Wrong

Units sold by region

Region	Q1	Q2	Q3
North	480	540	510
South	320	400	460
East	250	275	330

Correct answer: C (25.0%)

(400 − 320) ÷ 320 × 100 = 25

Right method, wrong column: this is the figure for Q2 to Q3. Re-read which period the question asks about before you calculate.

What was the percentage change in South units sold from Q1 to Q2?

A15.0%your pick

B20.0%

C25.0%

D27.5%

E32.5%

Q3 Wrong

Units sold by region

Region	Q1	Q2	Q3
North	480	540	510
South	320	400	460
East	250	275	330

What was the percentage change in South units sold from Q1 to Q2?

A15.0%your pick

B20.0%

C25.0%

D27.5%

E32.5%

Hide explanation

Correct answer: C (25.0%) 1. South Q2: 400 2. South Q1: 320 3. Change: 400 − 320 = 80 4. As % of the starting value: (80 ÷ 320) × 100 = 25 Common trap (off_by_one_period): Right method, wrong column: this is the figure for Q2 to Q3. Re-read which period the question asks about before you calculate.

Alerts, prep, track

From the alert to the offer. In one place.

Tell us your target companies. We'll email you the moment they open applications, load the company-specific prep automatically, and track every stage through to your offer.

01
Get an email the day applications open. No more checking careers pages every morning. No more finding out a week after the deadline closed.
02
Click the company. Everything is ready. Their HireVue questions, their online assessment, their interview stages. All waiting for you. No setup.
03
See where you are with each company. Every practice run gets pinned to that company. A progress bar tells you at a glance how ready you are for each one.
04
All the way to the offer. Rejected firms tuck themselves away. Offers get celebrated. Your board stays clean and focused on what's still live.

Set up alerts

JPMorganHireVue

Investment Banking · Summer Internship

Stage 2 of 4HireVue Video Interview

25%

2

Stage 2 · you are here

HireVue Video Interview

HireVue

Recorded, one take, no interviewer. JPMorgan call this round "HireVue Video Interview".

Pick a question to rehearse it on camera, scored on delivery as well as content.

Vyo's next moveStart here

Run your first HireVue practice

JPMorgan uses HireVue. A single 20-minute practice session reveals what to work on and makes the real one far less stressful.

Start session

Pricing

Pay monthly. Or yearly, for less.

Same plan either way. Pay each month, or pay once for the year and save about 63%.

Monthly

$44.99 / month

cancel anytime, no contract

20 mock interviews / month
130 HireVue questions / month
150 online assessments / month
5 final-round simulations + 5 superdays / month
30 technical questions / month
10 Resume reviews + 10 cover letters / month
5 company research reports / month
200 Vyo coach messages / month
Every company-specific HireVue bank
Unlimited company alerts + tracker
Full Learn + Technicals

Start monthly

Season Pass

Best value

$16.58 / month

Billed yearly at $199. Cancel anytime.

Everything in Monthly, every month
Limits reset each calendar month
Around 63% cheaper than paying monthly
Every company-specific HireVue bank
Unlimited company alerts + tracker
Full Learn + Technicals

Get the Season Pass

Or start free, no card.

Firm Packs

Got one company you really want? Go all-in.

A Pack picks one company and goes much further on it. You get their real interview questions, how their application process works step by step, and notes on the people who'll interview you. Everything about that one company, in one place.

Pack

$89 one-time

Get the interview. Pass the first round.

30 HireVue questions from that company
50 online assessments in their format
20 live AI mocks set up for the company
30 technical questions for the role
15 Resume reviews + 15 cover letters for the role
10 company research reports
Their application process, stage by stage
A written brief on the company
+50 Vyo coach messages on top

Yours for the whole recruiting season. 7-day refund.

Premium Pack

Goes furthest

$149 one-time

Pass the superday and get the offer.

Everything in Pack
10 final-round simulator scenarios
5 full superday simulations
Profiles of the people who'll interview you
Insider notes on how the firm hires
A deeper write-up on the firm and the role
Full pay and exit-opportunity breakdown

Same season-long access. Adds what you need for the final rounds.

Common questions

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The first interview shouldn't be the real one.

Get the practice in before it counts. Free to start, no card required.

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Free to start · Cancel anytime · No card required

Prepare for the offer.Not the rejection.

70% of candidates get cut at HireVue. Drill the real thing until you don't.

Vyo reads your Resume. Then asks what an interviewer would.

Goldman runs SHL. McKinsey runs Solve. We have both.

From the alert to the offer. In one place.

Pay monthly. Or yearly, for less.

Got one company you really want? Go all-in.

Common questions

The first interview shouldn't be the real one.

Prepare for the offer.
Not the rejection.