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Nomura · HireVue

Nomura HireVue Questions & Prep

Nomura's HireVue eliminates more candidates than any other round. One take, no do-overs, scored by humans against a rubric. Below: the real questions Nomura asks, what they're testing for, and how to practise the format until it feels easy.

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The format

What the Nomura HireVue actually looks like

3-5 questions, 30s prep and a 2-minute recording, no retakes. Use STAR, look at the lens not the screen, and aim for about 1 minute 45 seconds per answer.

Prep timer

30 seconds per question

Recording

2 minutes per question

Scoring

A hybrid pipeline: NLP and audio analysis parse each answer for financial terminology, structural markers and signs of script-reading, then high-scoring profiles are pushed to an accelerated human review by graduate recruiters or division analysts.

Invitation timing. The primary initial screening bottleneck, applied uniformly across the Spring Insight Programme, Penultimate-Year Summer Internship and Graduate Scheme. On Nomura's rolling model the link triggers dynamically once the application form and CV are submitted, not after a deadline; invitations normally arrive within 2 to 5 working days.

Completion window. A fixed 5-calendar-day window from the moment the email lands. Failure to submit in time results in automated application termination; extensions are rare without formal mitigating circumstances or pre-registered adjustments.

Retake policy. No retakes. Once the preparation timer runs down, recording begins automatically and that single attempt is submitted. A mandatory 10-second hardware-calibration practice clip can be re-recorded indefinitely and is not sent to assessors.

Volume context. Nomura receives thousands of applications per cycle for 1 Angel Lane. Roughly 45-50% clear the CV filter and automated psychometrics; of those who complete the HireVue, only about 15-20% advance to live first rounds or the Assessment Centre.

Recent changes. Recent cycles streamlined the structure to standard on-screen text prompts with video responses, phasing out written typing blocks and in-portal game-based aptitude tasks (handled separately via the Aon psychometrics).

Question categories

What Nomura actually asks, by category

The HireVue rotates across distinct question types. For each, what the firm is screening for, plus a weak answer signal and a strong one drawn from past applicant accounts.

Motivation (why Nomura and why this division)

Nomura is highly sensitive to being treated as a backup behind US bulge brackets or boutiques, so it screens hard for specific corporate knowledge.

Why do you want to work for Nomura, and what differentiates us from competitors in the UK market?

What they test. Specific understanding of Nomura's positioning: a Japanese powerhouse with a deep global footprint, an agile EMEA execution strategy and market-leading groups such as Greentech.

Weak answer. Generic praise for global reach, excellent training culture or prestige that could be read verbatim to any competitor.

Strong answer. Cites concrete drivers such as targeted Europe-Asia cross-border M&A, Greentech dominance, or robust macro and sovereign-debt execution, tied to your own background.

Why have you applied to this specific division, and how do your skills align with the day-to-day work of an Analyst?

What they test. Realistic expectations of junior workflows on the chosen desk.

Weak answer. 'I want M&A because I love fast-paced strategy and closing big deals.'

Strong answer. Connects your modelling, quantitative or research experience to the detailed reality of pitchbooks, models, data rooms or flow execution.

What is your understanding of Nomura's global platform, and how does our heritage influence our approach in Europe?

What they test. Knowledge of the Lehman-built EMEA platform and the Japanese-Western hybrid model.

Weak answer. Vague references to 'a big global bank' with no structural detail.

Strong answer. Explains how the 2008 Lehman EMEA acquisition grafted Western execution onto Japanese governance, creating a lean, meritocratic cross-border franchise.

Behavioural and competency

Lean teams mean juniors shoulder responsibility early, so assessors screen for maturity, resilience and structured problem-solving under stress.

Describe a situation where you had to manage multiple competing deadlines under intense pressure. How did you prioritise?

What they test. Prioritisation mechanics and composure.

Weak answer. Claiming you 'simply worked harder' with no systematic framework.

Strong answer. A crisp STAR account with 70% on the action: triaging by material impact, resetting stakeholder expectations early and executing methodically, with a quantified result.

Tell me about a time you faced a significant conflict within a team project. How did you resolve it?

What they test. Conflict resolution and accountability without blaming others.

Weak answer. Blaming teammates or claiming you took over everything yourself.

Strong answer. Depersonalises the conflict, gathers objective data, presents it neutrally and reaches consensus, with an explicit lesson applied later.

Give an example of difficult constructive feedback you received and the specific actions you took afterwards.

What they test. Self-awareness and a growth mindset.

Weak answer. A disguised humblebrag or feedback brushed off.

Strong answer. Owns a real mistake and details the concrete changes (e.g. a self-review checklist) that prevented a repeat.

CV walkthrough

Tests verbal synthesis: can you extract a coherent narrative rather than reading a chronological list?

Walk me through your CV, highlighting the experiences that suit you to a fast-paced financial environment.

What they test. Structured communication and a logical progression toward banking.

Weak answer. A monotone line-by-line read of dates lasting the full two minutes.

Strong answer. A 90-second pitch: foundational spark, quantitative skill development, practical application (e.g. leading an analyst team in a student fund) and why Nomura is the logical next step.

What do you consider your greatest professional or academic achievement to date, and why?

What they test. The ability to measure impact.

Weak answer. A high-level mention of graduating or landing an internship.

Strong answer. A complex project where you took initiative, with obstacles overcome and quantified results.

Commercial awareness and market knowledge

Nomura expects active consumers of the FT, Economist or Bloomberg who can link macro events to the firm's advisory and trading businesses.

What is your view on current interest-rate policy in Europe, and how will it affect global M&A over the next twelve months?

What they test. Structural macro intuition and policy-to-deal transmission.

Weak answer. 'Inflation is quite high right now', with no structure or numbers.

Strong answer. Evaluates the BoE or ECB rate trajectory, explains margin compression in a sector, shows how funding shifts from DCM to restructuring advisory, and where Nomura's teams step in.

Discuss one major macroeconomic trend in Asian markets and its knock-on effects for our European clients.

What they test. Use of Nomura's Asia-Europe bridge.

Weak answer. A generic comment on 'China growth' with no European link.

Strong answer. Links an Asian trend (e.g. Japanese rate normalisation or Asian outbound M&A) to European refinancing, FX hedging and cross-border deal flow.

Technical awareness (division-dependent)

A foundational technical check filters out unprepared front-office candidates; precision matters.

Walk me through the three statements and how a £10 increase in depreciation ripples through them.

What they test. Core accounting proficiency at a 20% UK tax rate.

Weak answer. Putting depreciation on the balance sheet before net income, or forgetting the tax shield.

Strong answer. EBIT down £10, net income down £8 (20% tax); CFO up £2 after adding back £10; cash up £2, PP&E down £10 so assets down £8, matching the £8 fall in retained earnings.

If Nomura is advising on an acquisition, what valuation methodologies would you deploy and what are the pros and cons of each?

What they test. Valuation breadth under time pressure.

Weak answer. Naming only one method or confusing the approaches.

Strong answer. Covers trading comps, precedent transactions and DCF, noting market-based vs intrinsic trade-offs and when each is most reliable.

Explain duration and convexity in a fixed-income context and how they dictate bond price sensitivity as yield curves shift.

What they test. Global Markets product knowledge.

Weak answer. Vague definitions with no mechanical precision.

Strong answer. Defines duration as first-order rate sensitivity and convexity as the second-order curvature, and explains how both shape price moves across curve shifts.

Role-specific scenarios and curveballs

Designed to jolt candidates out of rehearsed scripts and test real-time poise.

You have a 6-sided die and a 7-sided die. How would you generate a uniform random integer between 1 and 10?

What they test. Structured analytical composure under pressure.

Weak answer. Panicking, going silent or deflecting that it was not covered in your modules.

Strong answer. Maps the 6 x 7 = 42 outcome sample space, assigns 40 outcomes evenly across 1-10 (4 each) and defines a clear reject-and-reroll rule for the remaining 2.

You have placed a 'Sell' rating on a stock the market loves. How would you defend the thesis to a client holding a large long position?

What they test. Conviction and the ability to argue under challenge.

Weak answer. Backing down immediately or refusing to engage.

Strong answer. Acknowledges the consensus, then defends the thesis with specific catalysts, valuation evidence and clearly stated risks.

How it is scored

The Nomura HireVue scoring rubric

A hybrid pipeline: NLP and audio analysis parse each answer for financial terminology, structural markers and signs of script-reading, then high-scoring profiles are pushed to an accelerated human review by graduate recruiters or division analysts.

Scoring dimensions

  • Communication architecture (clear structure, frameworks like STAR)
  • Commercial instinct and technical baseline (real metrics and current events, not generalities)
  • Firm and divisional commitment (a tailored reason for Nomura and this desk)
  • Professional composure (steady eye contact, clear delivery, resilience on curveballs)

Pass rates. Roughly 15-20% of those who complete the HireVue advance.

Response time. 7-14 days if you apply early (September-October); up to 3-4 weeks at peak volume.

Feedback policy. No individual feedback or score breakdown is provided to rejected candidates.

How to practise

Drill the real Nomura format

Same 30-second prep timer. Same recording window. Same one-take pressure. Plus a scored report after every answer so you can fix what's weak before the next run.

  • Nomura's real question bank. Not generic interview questions. Actual Nomura HireVue questions from past applicants, refreshed each cycle.
  • Identical timer and recording. 30-second prep, 2-minute take. So the real one feels familiar, not terrifying.
  • Scored on six competencies. Communication, structure, depth, confidence, relevance, readiness. Plus filler-word counts and an annotated transcript.
  • Model answers to compare against. See what a strong answer would look like for the same question, side by side with yours.
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Why candidates fail

How candidates lose the Nomura HireVue

Specific failure patterns documented across past applicants. Most are avoidable with disciplined preparation.

  1. 1

    Generic bulge-bracket scripts

    If you can replace 'Nomura' with any competitor and the answer still works, it fails the motivation screen.

  2. 2

    Visible script reading

    Cheat sheets next to the webcam produce shifting eye tracking, rigid cadence and no vocal variance, which the system flags.

  3. 3

    The rambling trap

    Spending 90 seconds on the context of a story leaves no time for your actions or quantified results.

  4. 4

    Complete absence of metrics

    Competency and commercial answers without numbers, deal values or growth rates sound vague and unconvincing.

  5. 5

    Divisional misalignment

    Expressing interest in quant trading while interviewing for sales, or large ECM while interviewing for lean M&A, signals weak research.

  6. 6

    The stop-recording panic

    Clicking stop after 45 seconds because of a stutter leaves answers too short for the system to score.

  7. 7

    Inadequate technical preparation

    Treating the HireVue as purely behavioural and getting tripped up on basic corporate finance or macro.

What works

What separates candidates who pass

Concrete moves drilled by candidates who clear the cut-off, drawn from applicant accounts and recruiter feedback.

  • Deep local research

    Reference Nomura's exact London focus areas: mid-market cross-border advisory, EMEA fixed-income share and the Greentech pivot.

  • Master the Greentech story

    Know that Nomura acquired Greentech Capital Advisors to build a market-leading sustainable-tech and infrastructure practice, and link it to clean-energy deal pipelines.

  • Consistent camera engagement

    Look into the lens, not your own image, to simulate eye contact and project confidence.

  • Deliberate signal phrases

    Use explicit signposts such as 'I will address this through three pillars' to create clean data points for the parsing algorithms.

  • Precise terminology

    Use accurate terms naturally: free cash flow to equity, net interest margin, yield-curve steepening, precedent transactions.

  • Intentional timing

    Pace answers to about 1 minute 45 seconds so you fully develop points without being cut off.

  • Authentic networking references

    Cite a real insight from speaking with a current Nomura analyst to prove genuine engagement.

From past applicants

How recent Nomura candidates approached the HireVue

Anonymised candidate accounts of how recent Nomura applicants approached the HireVue. Each covers preparation, the experience, and the outcome.

LSE undergraduate, IBD Summer Analyst (passed)

Prep. Sketched a clean structure on a notepad in the 30-second prep windows.

Experience. Applied mid-September; the link dropped within three days with a five-day deadline. Four questions, opening with 'why Nomura and why this division', which they answered on Europe-Asia cross-border advisory. The third prompt was a valuation-methods technical answered with DCF, comps and precedent transactions, signposted with 'first', 'second' and 'in addition' while holding the lens.

Outcome. Invited to the first-round interview exactly nine days later.

Warwick STEM student, Global Markets Summer Analyst (passed)

Prep. Worried about technicals from a non-finance background; drilled macro and STAR.

Experience. Four questions, 30s prep and 2 minutes each. A market-awareness prompt was handled by linking UK and European central-bank policy to corporate debt structures and Nomura's London fixed-income flow desks; a behavioural prompt used strict STAR with most time on the actions and a quantified result.

Outcome. Advanced to the live round; credits looking at the lens for natural delivery.

What gets you through

Five moves that decide the HireVue

  1. 01STAR every behavioural. Situation in one sentence, task in one, action in three, result with a number. The structure is the score.
  2. 02Cut filler words ruthlessly. Three filler words ("um", "you know", "sort of") drops your confidence score by ~6 points. Record yourself, count them, stop them.
  3. 03Use specific numbers. "Led a team" is filler. "Led a 6-person team that delivered £400k of revenue" is signal. Every behavioural needs at least one quantified outcome.
  4. 04Reference Nomura concretely. For motivation questions, name a specific deal, a person you spoke to, a division you researched. Generic "I admire the brand" answers are the modal failure mode.
  5. 05Practise on camera, not in your head. Reading answers to yourself is not the same as recording them. Filler words, eye-line, pacing: all only show up when the camera is on.

FAQ

Nomura HireVue questions, answered

No. You can pause before clicking to begin, but once the first question starts the 30-second prep and 2-minute recording cycle run continuously until all questions are done.

The other rounds

The rest of the Nomura process

HireVue is one of four rounds. Practise each one free on Intervyo.

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Intervyo is not affiliated with or endorsed by Nomura or HireVue. Question text is sourced from past applicants and the firm's published guidance; verify timings on the firm's official careers site before applying. The sector context above is Investment Banking.

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