Lead Marketing

About the Role

Lead Marketing position requiring 10-12 years of experience at NPCI.

What You Should Know

• •Banking HR juggles high-volume hiring (frontline sales/collections) alongside specialist tech/risk hiring
• •Attrition is structurally high in frontline banking roles - retention strategy matters a lot here
• •Compliance training obligations are heavier in banking - AML/KYC refreshers, code of conduct
• •Employer branding in banking increasingly competes with fintechs for digital/tech talent

Interview Questions

1. 1.How would you design a hiring funnel for a high-volume frontline role like collections or sales?
2. 2.What retention levers would you use for a function with structurally high attrition?
3. 3.How do you approach mandatory compliance training in a way that isn't just a checkbox exercise?
4. 4.How is hiring for banking tech different from hiring for traditional banking roles?
5. 5.How do you measure the effectiveness of an L&D program?
6. 6.How do you manage a team through a target miss without it becoming a blame exercise?

Scenario-Based Questions

1. 1.Attrition in your collections team has spiked 15% this quarter. How do you diagnose the cause?
2. 2.You need to hire 200 frontline sales staff in 6 weeks for a festive-season push. What's your plan?
3. 3.A senior tech hire is being wooed by a fintech offering 40% more. How do you respond?

Interview Tips

• •Understand the specific talent segments a bank hires for (frontline vs specialist) - generic HR answers won't land.
• •Bring data to retention/hiring answers - attrition %, time-to-fill, offer-acceptance rate.
• •For compliance/L&D-adjacent roles, show awareness of banking's mandatory training obligations, not just general L&D theory.
• •Expect at least one people-management question (a target miss, a difficult team member, cross-functional conflict) - have a real example ready.