Fidelity runs a structured loop that typically spans 3-5 rounds depending on the role and team. For technology roles, expect a phone screen with a recruiter, a technical phone screen or HireVue video assessment, then an on-site (virtual or in-person) with 3-4 panels covering coding, system design, and behavioral interviews. The behavioral component carries real weight here. Fidelity's culture leans toward ownership, long-term thinking, and customer focus, which you'll feel in the questions: they want to hear how you've handled ambiguity, driven cross-functional projects, and put clients first.
For software engineering, coding rounds are Leetcode-style but generally not the hardest tier. System design questions skew toward financial systems: think reliability, consistency guarantees, and handling high transaction volume. They ask about past experience with regulated environments or compliance constraints more than most tech companies.
Fidelity moves at a traditional financial-services pace. Recruiter responsiveness varies a lot by team. Don't interpret silence as rejection, but do follow up after 5-7 business days. Offers for senior roles can involve multiple approvals, which stretches timelines. On leveling: Fidelity uses internal bands that don't map cleanly to FAANG equivalents, so ask your recruiter explicitly what band the role sits in.
Read the full Primly report: /community/behavioral-interview-questions/fidelity-investments
(Posted by Primly Team. Share your own experience below to help the next candidate.)