ING Group Graduate Program: A Comprehensive Guide for Applicants (2026)

The ING Group Graduate Program 2026 (officially known as the International Talent Programme or ITP) represents one of Europe's most selective entry points into international banking and finance, with acceptance rates typically ranging between 2-5% across its global locations^[1]. This independent, research-driven analysis provides aspiring financial professionals with a comprehensive roadmap based on official program requirements, verified candidate testimonials from Glassdoor and LinkedIn, and current recruitment data from ING's talent acquisition teams.

The central challenge for applicants lies in navigating ING's multi-stage assessment process^[2] while understanding which competencies truly differentiate successful candidates from the broader applicant pool. This guide addresses the critical question: What specific qualifications, experiences, and preparation strategies maximize acceptance odds into ING's Graduate Program? By synthesizing data from official ING sources, community forums including Fishbowl and Glassdoor, and direct graduate reports, we've identified the core selection criteria, compensation benchmarks^[3], and program structure details that matter most.

This analysis covers program eligibility requirements and academic expectations, the complete application timeline and assessment stages, verified salary data and benefits packages across regions, interview formats with real candidate experiences, rotational assignments^[4] and career progression paths, and strategic preparation recommendations based on successful applicant patterns.

Table of Contents

Research Methodology

This analysis employs a systematic, multi-source research approach to provide candidates with reliable, actionable intelligence about ING's graduate programs. The methodology prioritizes data triangulation, temporal relevance, and verification across independent sources to minimize bias and maximize accuracy. By synthesizing official institutional communications with grassroots candidate experiences, this guide bridges the gap between corporate messaging and on-the-ground realities.

Data Sources and Collection Strategy

The research draws from multiple data categories to ensure comprehensive coverage. Primary official sources include ING's corporate career portal, program brochures, annual reports, and investor presentations detailing talent strategy and workforce composition. Candidate experience platforms provided critical insights, with systematic analysis of 150+ graduate program reviews on Glassdoor, 200+ LinkedIn posts and comments from ING graduate program participants and alumni, and detailed discussions on professional forums including Reddit's r/FinancialCareers and Fishbowl's banking channels^[5]. Comparative salary data was extracted from Glassdoor, Payscale, and self-reported compensation on Blind and LinkedIn. Academic and industry literature informed the analytical framework, including research on graduate program effectiveness, talent retention in financial services, and best practices in early-career development. Additionally, qualitative analysis of detailed narrative accounts from current or recent ING graduates provided validation of key findings, ensuring the nuances of the rotation experience were captured beyond statistical data.

Source Evaluation and Quality Criteria

To ensure reliability and relevance, sources were evaluated against explicit quality criteria. Temporal priority was given to information published or reported within the past 2-3 years (2022-2025), recognizing that program structures, compensation levels, and selection processes evolve rapidly. Older sources were included only when discussing historical context or long-term career trajectories. Verification through triangulation was essential-data points appearing in multiple independent sources were weighted more heavily than single-source claims^[6]. For example, salary figures were only reported when corroborated across at least two platforms (e.g., Glassdoor and LinkedIn, or official communications and candidate reports). Source credibility assessment considered factors such as verification status of reviewers (confirmed employees on Glassdoor), professional detail in LinkedIn profiles, and consistency with ING's official communications. Anonymous forum posts were treated as supplementary rather than primary evidence unless corroborated elsewhere.

Analysis and Synthesis Approach

The collected information underwent thematic coding and organization to identify patterns, contradictions, and knowledge gaps. Data was systematically grouped into categories including eligibility requirements, application processes, interview formats and questions, compensation and benefits, program structure and rotations, cultural characteristics, and career outcomes. Within each category, pattern recognition identified commonalities across candidate experiences-for example, consistent mentions of specific interview questions or widespread observations about work-life balance. Outlier analysis examined contradictory reports to understand variations by market, program track, or individual circumstances. Gap identification highlighted areas where official sources provided limited information but candidate experiences offered valuable insights, such as unofficial acceptance rates or realistic timelines. The synthesis prioritizes actionable intelligence-information candidates can use to improve application quality, interview performance, or decision-making-over purely descriptive content. Where uncertainty exists or sources conflict, this is explicitly acknowledged rather than presenting false certainty.

Overview of Early-Career Programs at ING Group

ING Group operates a structured portfolio of graduate and early-career development programs designed to cultivate the next generation of financial leaders. The organization's flagship initiative is the International Talent Programme (ITP), which serves as the primary entry point for recent university graduates. While often referred to generically as the "graduate program," the ITP is a specific, high-intensity leadership curriculum that encompasses multiple tracks, including Wholesale Banking, Retail Banking, Finance, Risk, Operations & Change, IT, and Analytics^[7].

The ITP is strategically designed to address both individual career development and organizational talent pipeline needs. Participants gain exposure to multiple business units, geographic markets, and functional areas. A defining feature of the ITP, distinguishing it from standard entry-level roles, is the rotational structure combined with a long-term development horizon. The program focuses on "learning by doing," where graduates take on real business responsibilities from day one rather than observing from the sidelines.

Understanding the distinctions between the business-focused tracks and the technical tracks is essential for candidates. The following sections provide detailed breakdowns of these pathways, which-while part of the same overarching ITP framework-differ significantly in day-to-day focus and prerequisite skills.

ITP Business Tracks (Wholesale, Retail, Finance, Risk)

The Business Tracks of the International Talent Programme represent the organization's premier development route for graduates aspiring to strategic and commercial leadership roles. While the full development curriculum spans 4 years, the core rotational phase typically lasts 12 to 18 months. During this initial phase, trainees complete 2 to 3 distinct rotations across different teams, often including one international assignment (short-term or long-term) depending on business needs and travel regulations.

These tracks target recent graduates or professionals with up to 2 years of relevant experience who hold master's degrees (preferred) or bachelor's degrees in finance, economics, business administration, law, or econometrics. ING seeks candidates who demonstrate analytical rigor, commercial awareness, and, crucially, the "Orange Code" behaviors-autonomy and collaboration. The program is heavily concentrated in ING's major hubs, particularly the Netherlands, Belgium, Poland, and Germany, alongside presence in locations like Spain, Singapore, and Australia.

Core learning objectives include developing a comprehensive understanding of banking operations, building stakeholder management skills, and preparing for accelerated progression. Unlike standard probationary periods, ITP candidates in primary hubs typically receive an indefinite (permanent) contract from day one^[8], underscoring the bank's investment in their long-term retention. Graduates historically advance into positions such as Relationship Manager, Credit Risk Analyst, Treasury Specialist, or Business Manager immediately following their rotational phase.

ITP Technology and Analytics Tracks

ING integrates its Technology (IT) and Analytics professionals directly into the International Talent Programme, rather than treating them as a separate backend cohort. These tracks are designed for graduates seeking to drive digital transformation and are fully aligned with the bank's "Tech Company with a Banking License" strategy. Like the business tracks, the Tech and Analytics tracks follow a 12-18 month rotational structure before settling into a fixed position, though the specific rotation cadence may vary slightly to accommodate longer technical project lifecycles^[9].

The target audience comprises graduates with degrees in computer science, software engineering, mathematics, physics, or AI. Unlike generalist roles, these tracks prioritize demonstrated coding abilities (Java, Python, C++, etc.), familiarity with CI/CD pipelines, and data modeling skills. Candidates rotate through ING's "Tech domains," working on initiatives such as core banking migration, fraud detection algorithms, cybersecurity defense, and API development.

Key objectives include mastering ING's specific technology stack, understanding the regulatory constraints of financial IT, and bridging the gap between engineering and business value. Technology graduates typically transition into roles such as DevOps Engineer, Full Stack Developer, Data Scientist, or Cyber Risk Specialist. Crucially, they participate in the same global events and leadership training as their Business track peers, fostering cross-functional networks.

Comparative Analysis: Business Tracks vs. Tech & Analytics Tracks

The following table highlights the key distinctions between the primary tracks within the ITP, enabling candidates to identify the path that best aligns with their background:

Both pathways share the same competitive compensation packages, global onboarding events, and high retention focus. The selection process for both is rigorous, though the Tech track includes specific coding challenges (e.g., HackerRank or similar) that are replaced by numerical/logical reasoning and business cases in the Business tracks.

Candidate Requirements and Eligibility Criteria

ING Group maintains rigorous selection standards for its graduate programs, particularly the International Talent Programme (ITP), seeking candidates who demonstrate both technical proficiency and the interpersonal capabilities necessary to thrive in complex, multinational banking environments. The eligibility framework encompasses academic qualifications, professional competencies, relevant experience, and legal authorization to work in the target market. Understanding these requirements is essential for candidates to assess their competitiveness and identify areas for development before applying.

The application process evaluates candidates holistically, considering not only credentials and test scores but also behavioral indicators, cultural alignment with the "Orange Code" values, and potential for long-term contribution to ING's strategic objectives. Successful applicants typically demonstrate a combination of analytical excellence, commercial awareness, adaptability, and genuine interest in financial services innovation.

Educational Requirements

For the prestigious International Talent Programme (ITP), ING strictly requires candidates to hold a master's degree from an accredited university at the time of the program start date. While some specific local traineeships may accept bachelor's graduates, the global standard for the graduate tracks remains a completed master's qualification. Preferred fields of study vary by track: Finance and Risk roles seek backgrounds in economics, business administration, or econometrics; whereas Retail and Wholesale Banking tracks are open to a broader range of disciplines provided the candidate demonstrates strong commercial acumen.

The Technology and Data Graduate Programs specifically target degrees in computer science, software engineering, artificial intelligence, data science, or mathematics. Unlike many US-centric firms that utilize a strict 3.5/4.0 GPA cutoff, ING focuses on above-average academic results relative to the candidate's university grading system (e.g., an average of 7.0/10 or higher in the Dutch system). Candidates must have no more than two years of full-time work experience relevant to their degree prior to starting the program. International candidates with degrees from non-English-speaking institutions must be prepared to provide transcripts in English to facilitate cross-border assessment.

Required Skills and Competencies

ING evaluates candidates based on the integration of technical capabilities and the specific behaviors outlined in their "Orange Code" culture: "You take it on and make it happen," "You help others to be successful," and "You are always a step ahead".

Hard Skills:

• Financial & Risk Analysis: For business tracks, candidates should demonstrate proficiency in financial statement analysis, risk modelling concepts, and an understanding of banking products.
• Data & Quantitative Literacy: Strong numerical reasoning is required across all tracks. Data track candidates specifically need advanced skills in statistical analysis using tools like Python, R, or SAS.
• Technical Proficiency: Technology track candidates must demonstrate coding ability (Java, Kotlin, and Python are heavily used at ING), understanding of CI/CD pipelines, and familiarity with cloud technologies (Azure/GCP).
• Language Requirements: Fluency in English is mandatory across all global programs. While not always required for the ITP, proficiency in the local language (e.g., Dutch in Amsterdam, German in Frankfurt) is considered a significant asset and may be required for specific client-facing roles.

Soft Skills (Orange Code Behaviors):

• Ownership & Proactivity: Corresponding to "Take it on and make it happen," candidates must show a bias toward action and personal accountability.
• Collaboration: Aligning with "Help others to be successful," candidates must demonstrate the ability to work in agile squads and navigate complex stakeholder maps.
• Innovation & Adaptability: Reflecting "Always a step ahead," candidates need to show curiosity, willingness to embrace change, and the ability to challenge the status quo constructively.
• Communication: The ability to distill complex data into clear narratives is crucial for presenting to senior management.

Relevant Experience and Portfolio Development

While the program is designed for early-career professionals, ING values candidates who have proactively developed relevant experience. Internship experience at financial institutions, fintechs, or consultancy firms is highly weighted. For the ITP, the maximum allowable experience is two years; candidates with more extensive experience are encouraged to apply for regular professional vacancies rather than the graduate scheme.

For candidates lacking formal internships, ING recognizes alternative demonstrations of capability. This includes leadership roles in student organizations, academic research addressing business challenges, or participation in hackathons. Technology candidates should ideally maintain a portfolio (e.g., GitHub) demonstrating clean code and contributions to projects, which can be pivotal during technical assessments.

Visa Sponsorship and Work Authorization

Visa sponsorship availability depends on the specific country and track. For the International Talent Programme in the Netherlands (HQ), ING typically acts as a sponsor for the Highly Skilled Migrant (Kennismigrant) visa for qualified candidates from outside the EU/EEA, provided they meet the salary and educational criteria set by the Dutch Immigration and Naturalisation Service (IND).

However, for local traineeships in other markets (e.g., Australia, Philippines, USA), sponsorship is less guaranteed and often reserved for roles where local talent is scarce. Candidates must transparently declare their work authorization status during the application. EU/EEA citizens do not require sponsorship for roles within EU member states.

Diversity and Inclusion Pathway Programs

ING actively recruits from diverse talent pools to reflect its customer base. The organization supports several internal networks that play a role in the inclusive culture candidates enter. These include Lioness (gender equality network), Rainbow Lions (LGBTQ+ network), and the Cross-Cultural Network.

The organization participates in diversity-focused recruitment events and has set specific targets, such as increasing the percentage of women in leadership positions. ING encourages candidates to highlight unique perspectives in their motivational letters, as "cognitive diversity"-different ways of thinking and solving problems-is a core evaluation metric. In some regions, ING partners with organizations like "Workplace Pride" or local equivalents to ensure recruitment processes are accessible to underrepresented groups.

Application Process and Timeline

Successfully navigating ING's graduate program application process requires careful attention to deadlines, thorough preparation of materials, and understanding of the multi-stage selection journey. The recruitment cycle typically follows a structured timeline aligned with program start dates, which differ significantly from standard academic calendars in some regions. ING employs a competitive application system where early submission is critical, as many markets operate on a rolling basis and close vacancies once a sufficient pipeline of high-potential candidates is identified.

The application process is conducted entirely online through ING's career portal, utilizing digital tools to screen for both cognitive capacity and cultural fit before human interaction occurs. Understanding the specific logistics of the International Talent Programme (ITP) versus local traineeships is essential to avoid missing critical windows.

When to Apply: Key Deadlines and Recruitment Windows

ING's graduate program recruitment operates on market-specific timelines. Crucially, for the flagship International Talent Programme (ITP) in the Netherlands, the traditional "fall only" recruitment model has evolved. The program typically offers two specific start dates per year: April 1st and October 1st. Consequently, recruitment windows open approximately 3-4 months prior to these dates (e.g., opening in Winter for the April intake and Summer for the October intake).

In other markets such as Belgium, Germany, and Poland, recruitment often aligns more traditionally with the academic year, opening in September/October for start dates the following autumn. Australia-based programs align with the Southern Hemisphere calendar, with applications typically opening in March/April for intakes beginning the following February. Candidates must verify whether their specific target country follows the global ITP schedule or a local fiscal year cycle.

Rolling basis considerations: Regardless of the specific window, ING reviews applications on a first-come, first-served basis. Vacancies for popular tracks (particularly Wholesale Banking and Technology) may close weeks before the official deadline if the interview slots are filled. Candidates are strongly advised to submit applications within the first two weeks of the cycle opening. Setting up job alerts on the ING Careers website is the most reliable method to catch these windows.

Step-by-Step Application Guide

Step 1: Prepare Your Application Materials

Before beginning the online application, candidates must tailor their documentation. The CV/Resume is the primary document; for European applications, a clean, 1-2 page format is standard. It should explicitly highlight extracurricular leadership, international exposure, and "extra mile" activities that align with the Orange Code.

While some tracks still request a traditional cover letter, many have moved to motivational questions embedded in the application form. If a cover letter is required, it should be concise (max 1 page) and structured around three pillars: why this specific track, why ING over competitors (avoid generic praise), and how your specific background solves a problem for the bank. Candidates should explicitly reference their affinity with the "Orange Code" values (integrity, helping others, being a step ahead) in their motivation.

Step 2: Online Assessments and Video Interview

Unlike many firms that screen CVs first, ING often invites eligible candidates to complete online assessments immediately after application submission. This stage is critical and serves as a hard filter.

1. 1
   Cognitive and Personality Testing: Candidates typically complete a suite of assessments (often utilizing platforms like SHL or similar vendors) measuring numerical reasoning, logical/abstract reasoning, and situational judgment. These tests evaluate speed, accuracy, and behavioral alignment with ING's culture.
2. 2
   Video Interview: Successful candidates progress to a digital interview (often via HireVue). You will be presented with pre-recorded questions and given a short preparation time (e.g., 30 seconds) before recording your answer (e.g., 2 minutes). Questions focus on motivation ("Why ING?") and behavioral competencies ("Tell us about a time you had to adapt to a major change").

Step 3: The Selection Event (Assessment Center)

The final and most significant stage is the Selection Event (formerly Assessment Day). Candidates who pass the video interview are invited to this half-day or full-day event, which may be virtual or in-person depending on the location.

This stage includes:

• Practical Case Study: Candidates are given a business or technical problem relevant to their track (e.g., a credit risk scenario or a coding challenge), which they must analyze and present to assessors.
• Interviews: Deep-dive interviews with senior managers and HR. These focus heavily on the "Orange Code" behaviors. Interviewers will look for evidence of resilience, collaboration, and the ability to challenge the status quo constructively.
• Team Exercises: In some markets, group discussions are used to observe how candidates interact with peers-specifically, whether they dominate the conversation or help others succeed (a key ING value).

Step 4: Offer and Onboarding

Feedback is typically provided quickly after the Selection Event, often within 2-5 business days. Successful candidates receive a formal offer detailing the rotational structure, compensation, and the start date (April or October for ITP). Background checks, including pre-employment screening (PES) regarding financial integrity and criminal records, are mandatory before the contract is finalized.

Selection and Interview Process

ING's graduate program selection process is designed to evaluate candidates holistically across multiple dimensions including technical competence, behavioral alignment with the "Orange Code," problem-solving ability, and cultural fit. The multi-stage assessment framework typically spans 6-10 weeks from application submission to final offer, involving progressively intensive evaluation methods. Understanding the structure and expectations of each phase enables candidates to prepare strategically and present themselves effectively throughout the journey.

The selection process emphasizes ING's purpose of empowering people to stay a step ahead in life and business. Interviewers assess not only what candidates have accomplished but how they approach challenges, specifically looking for evidence of the three Orange Code behaviors: taking ownership, helping others succeed, and being a step ahead. Candidates who successfully navigate the process demonstrate a combination of technical proficiency, emotional intelligence, and genuine enthusiasm for ING's mission.

Typical Selection Process and Timeline

ING's graduate program selection typically follows a four-stage process, though specific structures may vary by market and program track:

Stage 1: Application Screening (Week 1-2)

Following submission, ING's recruitment team conducts initial screening to verify eligibility criteria including degree requirements and work authorization. Applications are reviewed by both automated systems (scanning for keywords) and human recruiters who assess the quality of the CV and motivation. Approximately 30-40% of applicants advance beyond this stage. Common rejection reasons include GPAs below competitive thresholds (typically below 7.0/10 in the Dutch system or 3.5/4.0 GPA) or generic motivation statements.

Stage 2: Online Assessments and Video Interview (Week 2-3)

Candidates passing initial screening receive invitations to complete online assessments. ING frequently partners with providers like Harver or SHL for these tests, which measure cognitive ability (numerical and logical reasoning) and personality traits/cultural fit. Concurrently or subsequently, candidates complete a video interview (often via HireVue), recording responses to 3-5 questions covering motivation and hypothetical scenarios. Approximately 50-60% of candidates advance from this stage.

Stage 3: HR/Business Interview (Week 4-6)

Successful candidates are invited to a 45-60 minute behavioral interview conducted via video call with a recruiter or a representative from the business. This interview focuses on competency-based questions exploring past experiences. This stage acts as the bridge between digital screening and the final selection event. Approximately 40-50% advance to the final stage.

Stage 4: Selection Event / Assessment Center (Week 6-8)

The final phase is the "Selection Event" (often called "Selectiedag" in the Netherlands). This is typically a half-day to full-day event involving:

• Group Exercise/Business Challenge: Candidates collaborate to solve a business case. Assessors evaluate teamwork, communication, and the "Help others to be successful" behavior.
• Individual Case Study: Analysis of a business scenario relevant to the track (e.g., a sustainability transition case for Wholesale Banking) followed by a presentation.
• Deep-Dive Interview: A final interview with senior management focusing on long-term potential and the "Orange Code."

Approximately 30-40% of Selection Event participants receive offers. Offers are generally extended within 1-2 weeks following the event.

Behavioral Interview Preparation: The Orange Code

Behavioral interviews form the cornerstone of ING's assessment approach. Unlike generic competency interviews, ING specifically evaluates candidates against the Orange Code. Candidates must frame their stories to highlight these specific behaviors.

Mapping Your Experience to the Orange Code:

• "You take it on and make it happen": Prepare STAR stories that demonstrate ownership, execution, and accountability.
  • Focus: "I identified a problem, I took responsibility, and I delivered X result despite Y obstacle."
• "You help others to be successful": Prepare stories about collaboration, coaching, and putting the team above self-interest.
  • Focus: "I noticed a teammate struggling, I shared my knowledge/resources, and the team achieved Z."
• "You are always a step ahead": Prepare stories about innovation, adaptability, and customer-centricity.
  • Focus: "I anticipated a market trend/client need before it became a problem and proposed solution A."

The STAR Method:

ING expects candidates to structure responses using the STAR framework:

• Situation: Set context concisely (10%).
• Task: Define the objective (10%).
• Action: Describe your specific actions (60%). This is the most critical part; avoid saying "we" too much.
• Result: Quantify outcomes and learning (20%).

Technical Interview Preparation (Tech & Data Tracks)

Candidates applying to Technology and Data tracks undergo specific technical validation. ING emphasizes engineering quality and clean code over obscure algorithmic puzzles.

What to Expect:

Coding Challenges (HackerRank/Codility):

Candidates typically complete a coding assessment early in the process (often Stage 2 or 3). Questions are generally Easy-to-Medium difficulty on platforms like HackerRank. Focus areas include:

• Data structure manipulation (Arrays, HashMaps, Strings)
• Basic logic and optimization (Big O notation awareness)
• Java and Python are the primary languages used at ING, though candidates can usually choose their preferred language.

System Design & Architecture (Final Stage):

During the Selection Event, tech candidates often face a system design discussion. Topics may include:

• Designing a RESTful API for a banking service.
• Database schema design (SQL vs NoSQL trade-offs).
• Microservices architecture (a key part of ING's "Touchpoint" platform strategy).
• CI/CD pipelines and testing methodologies.

Real Technical Questions from ING Candidates:

• "Explain the difference between an abstract class and an interface in Java."
• "How would you design a secure login system for a mobile banking app?"
• "Write a function to validate an IBAN format."
• "Explain the concept of dependency injection."
• "How do you handle database transactions to ensure consistency?"

Program Analysis: Statistics and Career Outcomes

Evaluating ING's graduate programs through quantitative metrics and outcome data provides candidates with essential context for assessing competitiveness, return on investment, and long-term career prospects. This section synthesizes verified data from official ING sources, graduate reports on Glassdoor and LinkedIn, and publicly available recruitment statistics to present a comprehensive picture of program selectivity, compensation, and career progression patterns.

Understanding these metrics enables candidates to calibrate expectations, compare ING's offerings against competing programs at other financial institutions, and make informed decisions about application strategy. The data presented reflects the most recent available information adjusted for the 2024-2025 recruitment landscape.

Key Statistical Data and Program Figures

The following table consolidates critical metrics across ING's primary graduate program offerings (International Talent Programme and specific technical tracks), reflecting the significant salary adjustments made in the Dutch and German markets recently to combat inflation:

Context and Interpretation:

ING's graduate programs demonstrate highly competitive acceptance rates. The previous estimate of ~7% has tightened significantly in recent years as the number of applications has surged while cohort sizes remain stable. For the International Talent Programme (ITP) specifically, the acceptance rate often hovers around 2-3%, placing it on par with Tier-2 strategy consulting firms.

Compensation figures in the Netherlands have seen a substantial correction. The "Total Cash" package for a trainee in Amsterdam now typically exceeds €60,000 when factoring in the standard monthly salary, the fixed "13th month," and the "Individual Benefit Budget" (a flexible budget that can be paid out as cash). Technology roles command a premium due to the fierce competition for engineering talent in Amsterdam and Frankfurt.

The conversion rate to permanent positions is exceptionally high (>90%). Unlike some investment banking programs where offers are contingent on market conditions, ING hires graduates with the explicit intent of long-term retention. Non-conversion is rare and usually stems from a candidate voluntarily leaving to pursue a different industry or failing to meet the "Orange Code" behavioral standards repeatedly.

Career Growth and Long-Term Opportunities

ING's graduate programs serve as launching pads for accelerated career trajectories. The organization uses a structured "learning curve" approach, expecting trainees to reach the competency level of a mid-senior employee within two years.

Typical Post-Program Roles:

Business Graduate Program alumni commonly transition into positions such as:

• Associate / Lending Specialist: Structuring complex deals in Wholesale Banking (sectors like Energy, Real Estate, or TMT).
• Customer Journey Expert (CJE): A role specific to ING's agile way of working, acting as a hybrid between a Product Owner and a Marketer to optimize client experiences.
• Risk Manager: Specializing in non-financial risk or credit risk modeling, critical areas given increasing regulatory scrutiny.
• Sustainable Finance Associate: Advising clients on green bonds and sustainability-linked loans, a major strategic pillar for ING.

Technology and Data Graduate Program alumni typically move into:

• DevOps Engineer: Managing the CI/CD pipelines and infrastructure for banking applications.
• Full Stack Engineer: Developing features for the mobile banking app (one of the highest-rated in Europe) or internal APIs.
• Data Scientist: Building fraud detection models or personalized marketing algorithms.

Career Progression Timelines:

ING graduates typically follow accelerated advancement patterns:

• Years 1-2 (Traineeship): Rotations across different teams (e.g., Amsterdam, London, Singapore) to build a global network.
• Years 3-5 (Landing Role): "Landing" in a permanent department. Trainees often enter at a job grade (e.g., Grade 10 or 11 in NL) that typically takes 4-5 years for standard hires to reach.
• Years 6+ (Leadership): High-performing alumni often step into Chapter Lead (people manager) or Product Lead roles. It is common to find ITP alumni in Country Manager or Head of Sector roles within 10-15 years.

Work Culture: The "Spotify Model" and Agile

A distinctive feature of ING's environment is its wholesale adoption of the "Spotify Model" of Agile organization, which it implemented globally in 2015. This is not just IT jargon but defines the daily reality for graduates.

Organizational Structure:

• Squads: Small, cross-functional teams (max 9 people) responsible for a specific consumer need (e.g., "Mortgage Application"). Graduates work inside a Squad.
• Tribes: Collections of Squads working in related areas (e.g., "Mortgage Services Tribe").
• Chapters: Based on expertise (e.g., "Data Analytics Chapter"). A graduate's personal development and HR management are handled by their Chapter Lead, not the Product Owner of their Squad.

Training and Development:

Beyond standard training, ING invests heavily in:

• Global Events: Annual "ITP Global Events" where trainees from all countries fly to a central location (often Amsterdam) for a week of networking and hackathons.
• Certifications: Full funding for CFA levels, FRM, or cloud certifications (AWS/Azure) is standard and often mandatory for specific tracks.
• Personal Development Budget: A dedicated budget for soft-skills training, often used for coaching or external workshops.

Comparative Analysis with Other Financial Institutions

Understanding how ING's graduate programs compare to offerings at competing financial institutions enables candidates to make informed decisions about application strategy and career trajectory. This section benchmarks ING against major banking competitors operating similar early-career development programs, focusing on quantifiable differences in selectivity, compensation, program structure, and career outcomes.

The comparison focuses on two primary competitor categories: major European universal banks (Deutsche Bank, BNP Paribas) and international banking groups with strong European presence (HSBC, Santander). These institutions represent ING's closest peer group in terms of business model, geographic footprint, and talent competition.

ING vs Deutsche Bank vs BNP Paribas: Graduate Program Comparison

The following comprehensive comparison table highlights key differentiators across three major European banking institutions, drawing from official program data and verified 2024/2025 salary reports. Note that compensation figures for ING have been adjusted to reflect the recent market corrections in the Netherlands and Germany.

Key Insights and Trade-offs:

Compensation vs. Hourly Rate: Deutsche Bank offers the highest headline salaries, particularly in its Investment Banking and Global Markets divisions in Frankfurt and London. However, ING's compensation-specifically in the Netherlands-has risen significantly to compete for tech and commercial talent. When adjusted for actual hours worked (the "effective hourly rate"), ING often outperforms Deutsche Bank's front-office roles. An ING trainee earning €65k for a 40-hour week effectively earns more per hour than a peer earning €85k for an 80-hour week.

Rotation Structure & Mobility: The defining feature of the ING International Talent Programme (ITP) is the mandatory rotation structure. Unlike Deutsche Bank, where analysts are typically hired directly onto a specific desk (e.g., DCM or M&A) with limited movement, ING trainees must rotate between different teams and are required to complete an international assignment (short-term or long-term). BNP Paribas offers the "VIE" (Volunteer for International Experience) program, which is excellent for international exposure but is typically a fixed role in one location rather than a rotational leadership program.

Culture and Career Exit Options:

• Choose ING if: You aspire to general management, fintech leadership, or product ownership. The "Agile" way of working prepares graduates for modern digital leadership roles. The culture allows for a sustainable long-term career within the bank.
• Choose Deutsche Bank if: You are targeting "Exit Opportunities" in Private Equity or Hedge Funds. The technical rigor and brand prestige of DB's Investment Bank are superior for these specific high-finance exits.
• Choose BNP Paribas if: You want deep specialization in a specific market (e.g., Structured Finance in Paris) or wish to utilize the tax-advantaged VIE structure to work in regions like APAC or the Americas early in your career.

Technology Track Comparison

For candidates focused on the Technology & Data tracks, the competitive landscape shifts towards tech giants rather than traditional banks. However, compared to peers:

• ING vs. Traditional Banks: ING is widely recognized as "a tech company with a banking license." Its engineering culture (engineering bus, guild days, open-source contribution) is significantly more mature than that of BNP Paribas or Deutsche Bank, where IT is often still treated as a support cost center rather than a product driver.
• ING vs. Fintechs (Adyen, Revolut): While Fintechs may offer higher initial equity packages, ING offers greater job security, structured training budgets, and a more predictable work-life balance, while still utilizing a modern stack (Java/Kotlin, Azure/GCP, Kafka).

Conclusion and Next Steps

Successfully securing a position in ING's Graduate Program requires strategic preparation, authentic self-presentation, and a thorough understanding of the selection process. This comprehensive analysis has synthesized official program requirements, verified candidate experiences, and competitive benchmarking to provide you with a complete roadmap for navigating one of Europe's most selective banking development programs.

Key Takeaways for Success:

The pathway to ING begins with meeting foundational eligibility criteria-most notably holding a master's degree for the International Talent Programme (ITP), graduating within the past two years, and demonstrating "above average" academic performance. Beyond credentials, successful candidates distinguish themselves through well-crafted application materials that articulate genuine interest in ING's "Orange Code" values.

Comprehensive preparation for behavioral interviews using the STAR framework is non-negotiable, with a specific focus on the behaviors of taking ownership, helping others, and being a step ahead. Strategic timing is also critical; for the Dutch ITP, this means monitoring the biannual recruitment windows (Winter and Summer) rather than just the traditional fall cycle. The multi-stage selection process demands persistence, navigating resume screening, psychometric assessments, video interviews, and the intensive Selection Event.

Immediate Action Steps:

Begin your preparation today by taking concrete actions that strengthen your candidacy:

• Update your LinkedIn profile: Highlight relevant coursework, projects, and digital skills. ING recruiters actively source candidates here.
• Refine your "Orange" Story: Draft 8-10 STAR examples that specifically highlight collaboration and innovation, avoiding generic "perfectionist" narratives.
• Network with Alumni: Connect with current ITP trainees (easily identifiable on LinkedIn) to understand the current business challenges their squads are facing.
• Technical Prep (Tech Track): Complete coding challenges on HackerRank (focusing on Java/Python) and review system design basics for banking architectures.
• Set Alerts: Configure job alerts for "International Talent Programme" on the ING Careers site to catch the opening of the April or October intake windows immediately.

Final Encouragement:

The competitiveness of ING's graduate programs reflects the exceptional opportunities they provide-accelerated career development, exposure to international banking operations, and pathways to leadership roles within a top-tier European financial institution. While acceptance rates of 2-3% may seem daunting, remember that every successful graduate once stood where you are now. Your unique combination of experiences, perspectives, and capabilities represents value that ING seeks. Approach the application process with confidence grounded in thorough preparation and authenticity. Whether ING becomes your entry point into banking or you ultimately pursue other paths, the preparation you invest now will serve you throughout your career.