Cognizant Eligibility Criteria for Freshers & Experienced 2025

Here are some of the job roles available at Cognizant:

• Software Engineer
• Business Analyst
• Data Scientist
• IT Consultant
• Cloud Architect
• Solution Architect
• Project Manager
• DevOps Engineer
• Systems Analyst
• Cybersecurity Specialist

Quick Recap: Great roles, global exposure, diverse teams, strong compensation.

To choose from the best talents, Cognizant has introduced numerous hiring channels like on-campus, pool campus, and off-campus drives. Comprehending these different channels and the processes involved in each will give candidates clarity on which route will be most suitable for their application.

On-Campus Drives

Cognizant organizes on-campus recruitment drives at various colleges and universities, generally with the collaboration of the institutions’ placement cells. During campus recruitment, students who meet the eligibility criteria at the host college go through various selection rounds, including aptitude tests, technical interviews, and HR interviews. The whole procedure is usually efficient and can be done within a couple of days.

Pool Campus Drives

Besides individual on-campus drives, Cognizant also conducts pool-campus drives where students from several affiliated colleges of a university or a specific region come together at a common venue. This method widens the gateway to opportunities for students whose colleges may not have been directly invited to placement drives. The eligibility check and selection methods like aptitude tests, technical interviews, and HR interviews are the same as in on-campus drives.

Off-Campus Drives

An off-campus drive is when a candidate submits an application for a job with a company without the need to be part of a placement cell in a college. Graduates of any discipline can access these drives and are usually open for applications as published on the Cognizant careers portal, job platforms, and the likes of the social media, such as LinkedIn, insta handles, and telegram channels. The off-campus hiring process is identical to the campus process, with online applications, aptitude tests, technical interviews, and HR interviews.

Additional Hiring Channels

Cognizant apart from the placement drives, encourages applicants who come through employee referrals and popular job platforms. Candidate referrals through employees can be like opening the door straight to the interview. In contrast, regular job platform users will always find updated information about ongoing off-campus drives and ​‍​‌‍​‍‌​‍​‌‍​‍‌vacancies.

The first and foremost requirement for candidates to be considered for selection by Cognizant is to satisfy the educational qualifications. Alongside these, the candidates need to obey the rules related to gaps in the academic records and the backlogs. These requirements serve as a filter that only those with a reliable and strong academic record throughout their education will be taken into consideration.

Educational Qualifications

• The essential condition for a candidate is to have a degree of Bachelor of Engineering (B.E.) or Bachelor of Technology (B.Tech.). Alternatively, a person holding a Master's degree in Engineering (M.E.), Technology (M.Tech.), Computer Applications (M.C.A.), or Science (M.Sc.) from a recognized institution qualifies for the ​‍​‌‍​‍‌​‍​‌‍​‍‌same.
• The streams allowed include Computer Science, Information Technology, Electronics, Mechanical, and other engineering or relevant science disciplines.
• Applicants must have secured at least 60% or 6 CGPA (on a 10-point scale) throughout their academic career—this includes Class 10, Class 12, undergraduate, and postgraduate degrees, if applicable.
• The final degree or provisional certificate must clearly indicate a first class status (if applicable) at the time of joining.

Academic Career Gap and Backlogs

• An academic career gap (the total gap during education) must not exceed two years across all stages of education.
• There should be no standing backlogs at the time of application or joining. All academic backlogs must be cleared before the recruitment process.
• Candidates are required to provide all academic documents (including mark sheets and certificates) as proof of their qualifications and to verify gap periods, if any.

By meeting these educational and gap criteria, candidates demonstrate their academic consistency and readiness for Cognizant’s rigorous workplace.

Quick Recap

• Great training and global exposure opportunities.
• Multiple hiring channels for all candidates.
• Diverse roles across IT domains.
• Strong compensation and work–life balance.

Here is the cognizant general eligibility criteria for freshers and experienced:

Key Takeaways so far

• 60% required across all academic stages.
• No backlogs for application or joining.
• Academic gap limit: 2 years.
  Applies to both freshers and experienced candidates.

Cognizant has multiple job profiles, each with different eligibility criteria and assessment procedures. Knowing these role-based requirements is very helpful to the applicants who want to get positions like GenC, GenC Elevate, GenC Next, and Analyst Trainee.

GenC

The GenC program is a scheme that targets newly graduated and entry-level candidates. These candidates should be generally qualified educationally and among other things, they should have at least 60% or 6 CGPA and no standing backlogs. The selection procedure is usually composed of an online aptitude test, a GenC interview (technical and HR aspects), and skill-based ​‍​‌‍​‍‌​‍​‌‍​‍‌assessments.

• Technical interview rounds assess knowledge in programming languages such as C/C++/Java/Python, basic data structures, and problem-solving skills.
• Coding questions are a key part of the evaluation, especially for digital roles.

GenC Elevate

GenC Elevate targets candidates with advanced technical and coding skills. In addition to meeting the general eligibility, applicants should have hands-on coding experience and be comfortable with more challenging coding questions and real-world problem-solving scenarios.

• The selection process includes a specialized technical interview and skill-based assessments designed for digital roles.
• Candidates may face additional rounds or higher expectations in programming proficiency.

GenC Next

The GenC Next profile is a perfect match for a candidate who shows outstanding technical and coding skills. The position requires an advanced understanding of C/C++/Java/Python and a demonstrated ability to win coding contests or complete projects.

• The GenC Next interview involves more serious work and focuses less on general knowledge and more on highly technical concepts and real-world coding problems.
• Those who succeed are primarily entrusted with higher-level job profiles and offered better salary packages.

Analyst Trainee

The Analyst Trainee position is open to graduates of specific degree programs. Eligible candidates must satisfy academic requirements and pass all recruitment stages, including skill-based tests and technical interviews related to the job profile.

Offer Letter

A candidate who passes all rounds for a given job profile is issued an offer letter that outlines the role, remuneration, and onboarding details.

The recruitment process at Cognizant includes various stages to evaluate candidates' technical capabilities, problem-solving capacity, and cultural fit into the company. 

Stages of the Recruitment Process

Here are the stages of the recruitment process:

1. Online Application: Candidates must apply through the Cognizant career portal or campus recruitment drives. They must upload their resumes, academic documents, and ID proof along with the application.

2. Aptitude Test: Shortlisted candidates must take an online aptitude test that measures logical reasoning, quantitative skills, and verbal abilities.

3. Technical Interview: Selected candidates are invited to a technical interview, during which they will be tested on programming skills, other technical concepts, and their problem-solving ability.

4. HR Interview: The final interview assesses personality, communication skills, and culture fit. Candidates will also learn more about the role and work culture at Cognizant.

5. Offer and Onboarding: Successful candidates will receive the offer letter; after that, onboarding takes place with document verification and preparation to join.

Cognizant On-Campus Placement

Cognizant has on-campus placement drives mainly for engineering students who are graduating in the year 2025. The procedure usually involves the following steps:

• Registration: Students must register for the placement drive either through college placement cells or Cognizant's official recruitment web portal.
• Screening Round: The first phase is a shortlisting process based on students' academic records and resumes.
• Communication Test: Candidates are tested to ascertain their English language skills, i.e., reading, writing, and speaking.
• Aptitude and Technical Tests: This test evaluates both aptitude and technical skills.
• Technical Interview: The shortlisted individuals from the tests will undergo a technical interview during which they will be questioned on their technical competency and problem-solving ability.
• HR Interview: The last step involves an HR interview to determine cultural fit and compensation, and benefits.
• Offer Letter: The candidates who make it through all the rounds are given an offer letter to join Cognizant.

Off-Campus Recruitment at Cognizant

Cognizant also organizes off-campus recruitment campaigns, through which candidates from different backgrounds can apply independently by visiting their careers website. The procedure is as under:

• Application Submission: Candidates can apply for vacant posts by submitting their application through an online application form on the Cognizant careers website or by becoming a member of the Talent Community to get future alerts.
• Initial Screening: The recruiters screen applications to check against job specifications.
• Interviews: Like the on-campus process, the candidates can undergo technical and HR interviews, depending on their profiles.
• Skill-Based Assessments: Depending on the job, the candidates can be asked to undergo skill-based assessments related to the job they have applied for.
• Offer and Onboarding: Shortlisted candidates are provided with an offer and onboarding processes.

Registration Process Step-by-Step 

Here is the registration process to submit an application through Cognizant career portals:

i) You will be redirected to the following page attached below. First, upload your resume’ then click on ‘Save and Continue’.

ii) Now, enter your personal details such as name, address and other details mentioned below:

iii) In this section, you need to add your edcuation and experience deatils. In the experience section, freshers can enter ‘NA’ or ‘Not Applicable’.

iv) Upload all the documents required in the attachments section.

v) In this section you need read all details mentioned by company then enter your email and full name and click on ‘Save and Continue’.

vi) You will be displayed with all the details, ensure they are correct or not. If any details are incorrect click on the section and edit. Finally review it and submit the application.

Mandatory Documents for Registration

Candidates applying through campus drives or other recruitment channels to register by providing the following documents:

• Resume with a passport-size photograph (not more than two pages).
• College identity card.
• All academic documents such as:
• Diplomas and semester marksheets from third-party college.
• Proof of government-issued identity like:
• Aadhar card.
• PAN card or passport, if available.

These documents are to be uploaded in a single PDF format during registration, as instructed by the college TPO (Training and Placement Officer).

Here are the cognizant recruitment stages of each round:

1. Written Test

The written test is divided into various sections such as Aptitude, Technical, etc. The exact sections that you need vary based on the role that you’re applying for, but a common structure looks like the following:

• Aptitude Test: This part of the exam assesses your logical reasoning, quantitative skills, and verbal ability.
• Technical Test: The second part of the assessment is technical. This part may differ depending on the role (GenC, GenC Elevate, GenC Next).

Syllabus for Aptitude Assessment

Here is the syllabus for aptitude, questions can be asked from the topics mentioned below:

Syllabus for Technical Assessment

Here is the syllabus for the technical assessment. Questions can be asked from the topics mentioned below:

2. Technical Interview

Cognizant technical interview tests problem-solving, coding, and technical expertise. It emphasizes core subjects like — data structures, algorithms, OOP concepts and proficiency in programming language and application of technical skills to solve real-world problems.

Questions Asked During Technical Interview

• Discuss OOP principles (Encapsulation, Inheritance, Polymorphism, Abstraction).
• What is the difference between a Stack and a queue?
• Write a reverse a string using Java/C++/Python?
• What is the time complexity of QuickSort?
• What is the difference between a linked list and an array?
• What is a binary search tree?
• What are SQL JOINS, and what are the different types of SQL JOIN?
• What is garbage collection, and how does it work in Java?
• What is multithreading, and what are its implementation ways?
• Create a program that finds out the factorial of any given number.
• We have been using a HashMap in Java.
• What is a difference between interface and between abstract class?
• Explain how recursion works with an example.
• What is the role of constructor in Object-Oriented Programming?
• How do you optimize a program for better performance?

3. HR Interview

In Cognizant HR interview, an individual is assessed based on his/her personality, communication skills and suitability for the company culture. The accent on strengths, weaknesses, icings, and ambitions, evaluating flexibility, flexibility, and willingness to operate and change settings.

Questions Asked During HR Interview 

• Tell me about yourself.
• What are your reasons for wanting to work at Cognizant?
• What is your greatest strength and weakness?
• What are your plans for 5 years?
• Why should we hire you?
• Describe a challenge you’ve faced in your life.
• How do you cope with stress or pressure?
• Tell me about a time when you were on a team.
• Are you willing to relocate?
• Would you be able to work shifts?
• What motivates you to work hard?
• Any questions for us?

Documents to be Carried for Interview

Interview candidates have to bring with them the following:

• Resume with a passport-size photo of high resolution.
• College ID card.
• Academic documents, diplomas, and semester grade sheets.
• Aadhar card (issued by the government).
• PAN or passport,

Prepare all documents before the interview process and ensure no last-minute rush.

Effective preparation tips for the Cognizant Recruitment Process are as follows:

1. Know the Stages of Recruitment

Have an idea about Aptitude Test, Technical Interview, and HR Interview. Depending on the job role, there might also be a coding round or group discussion.

2. Brush Up on Core Subjects

Ensure to cover the fundamentals of tech work, such as Data Structures, DBMS, OOP, OS, and Networking.

3. Practice Aptitude & Reasoning Questions with Solution

The online assessment consists of different types of questions varying from quantitative aptitude to logical reasoning and verbal ability, which need to be prepared by Cognizant candidates.

4. Prepare for Coding Questions

For Genc Next and digital roles, solve coding problems in C/C++/Java/Python — basic to intermediate level. Concentrate on strings, loops, functions, and arrays.

5. Work on Communication Skills

During HR and managerial rounds, the most important things is good spoken English and confidence. Participate in mock interviews and mock group events.

6. Know the Company Well

Based on the role, the company and specific interviews you have attended, research about Cognizant work culture, latest news, services, values, etc. Be prepared to answer why you want to work at Cognizant and where you see yourself fitting in.

Key Takeaways So Far

• Cognizant written tests include aptitude, coding, and technical MCQs.
• Technical interviews focus on programming, DSA, OS, DBMS, and projects.
• HR interviews evaluate communication, attitude, and teamwork.
• Preparation requires strong fundamentals, coding practice, and aptitude revision.

Here is the average salaries of freshers and experienced offered by cognizant:

Rohit Sharma, a B.Tech (CSE) graduate, shared his Cognizant Genc Elevate journey as smooth and rewarding. He registered on his college portal and appeared for an online assessment consisting of an aptitude section, a verbal section, and two coding questions. For the technical interview, they asked him about his final year project, Java basics, and simple coding logic. His HR round was informal, and he was only interested in discussing his strengths, relocation options, and what he wanted to do in his career. His offer letter arrived within a week. He attributes his success in cracking the process to regular coding practice and an excellent understanding of the core subjects.

Key Takeaways So Far

• Salary varies by role: GenC, Elevate, Next, or experienced positions.
• Cognizant offers career growth programs and global exposure.
• Employee benefits include training, work-life balance, and health perks.
• Culture focuses on inclusivity, learning, and innovation.

In conclusion, the cognizant eligibility criteria for candidates possess in their academic backgrounds and qualification to work at Cognizant's GenC program. Candidates, currently freshers from the 2025 batch, should have secured a minimum of 60% in their academic qualifications and shouldn't have any active backlogs or gaps that span a significant duration of time. The company also considers candidates with at least 2 years of work experience for some positions. The program is for full-time degrees, and only domestic candidates(Indian) or those of Indian origin can apply. By following these guidelines, Cognizant recruits the best talent for its diversified roles.

Why It Matters?

Understanding Cognizant’s eligibility criteria enables candidates to strategically focus on academics, technical knowledge, and overall preparation. By meeting the required academic percentages, clearing backlogs, and adhering to gap limits, applicants significantly enhance their chances of success in the highly competitive recruitment process for various programs and technical roles.

Practical Advice for Learners

• Maintain ≥60% in academics and clear all backlogs.
• Practice coding regularly for GenC Next or Elevate roles.
• Revise DSA, DBMS, OOP, and core technical subjects.
• Develop communication skills for HR rounds.
• Keep all academic documents ready for verification.
• Follow Cognizant’s career portal and referrals for updates.

1. What are the eligibility criteria for applying to Cognizant?

To be eligible for a position at Cognizant, candidates must meet the Cognizant GENC eligibility criteria. This includes academic qualifications, skills, and experience requirements. Applicants should also note that a 6-month gap in education or employment may be permissible, but it’s important to verify your specific situation with the Cognizant career page for up-to-date guidelines.

2. What is the GENC recruitment process like?

Cognizant’s recruitment process for the GENC (Graduate Engineering and Non-Engineering Campus) program consists of several stages, including online assessments, technical interviews, and HR rounds. GENC Next and GENC Pro are two key categories under this program, with GENC Next catering to fresh graduates and GENC Pro targeting candidates with some professional experience. For the most up-to-date details, visit the GENC recruitment process page.

3. How can I prepare for the Cognizant interview?

Preparing for a Cognizant interview typically involves reviewing the technical and behavioral aspects of the interview process. Some common Cognizant interview questions include queries related to problem-solving, teamwork, and your knowledge of technical skills. It’s a good idea to also review the core values of Cognizant, as these will help you align your responses with the company's mission and vision.

4. Should I use LinkedIn for my job application?

Yes, maintaining an updated Cognizant LinkedIn profile can be beneficial when applying for a job. Hiring managers may review your LinkedIn profile to assess your professional experience and skills. Make sure your profile reflects your most recent work and achievements. Many candidates also leverage referrals from current employees to get their applications noticed.

5. Are there other platforms to apply to Cognizant besides the career page?

In addition to the Cognizant career page, candidates can explore various job platforms where Cognizant posts open positions. These include popular job portals like Naukri, LinkedIn, and Indeed. However, it’s always a good idea to keep an eye on the official career page for exclusive updates.

6. What if I have a 6-month gap in my education or employment?

A 6-month gap in your education or employment is generally acceptable for most positions at Cognizant, but it is essential to clarify your gap during the application process. Provide a valid reason for the gap and emphasize any learning or personal development during that time.

7. How can I get a referral for a Cognizant job?

If you know someone who currently works at Cognizant, you may want to ask for a referral. Referrals can often help you stand out during the application process, as employees can provide insights into the company's work culture and expectations. Check with your network or use professional connections on platforms like LinkedIn.

8. How can I stay updated on job openings at Cognizant?

To stay updated on the latest job openings and announcements, regularly visit the Cognizant career page and follow the company’s official social media profiles. You can also join job-specific groups on LinkedIn and other professional networks to stay informed about new opportunities.