Recruitment Process

The seven stages

What each stage assesses, and honest guidance for candidates preparing for it.

1. 01

   Application and Review

   The team reviews the résumé and application materials, focused on fit between background and the discipline applied for, rather than school or employer labels alone. Stating clearly which discipline is being applied for, and why, is more effective than a résumé that tries to cover everything without a clear point of focus.

2. 02

   First Conversations

   One or two relatively open conversations with team members, exploring background, understanding of relevant industries, and whether the motivation to join is specific and considered. Vague motivations — joining simply because of a firm's reputation — tend to surface at this stage.

3. 03

   Discipline Interviews

   A deeper interview with senior colleagues from the discipline applied for, testing the specific capabilities that discipline requires — analytical framing and valuation logic for investment, contract understanding and risk-spotting for legal. Being candid about an area of unfamiliarity is regarded more favorably than forcing an answer that does not hold up.

4. 04

   Case Study

   Candidates receive materials modeled closely on real work — operating data for a fictional company, or a sector-screening task — and complete an analysis within a set time, presented in writing. This stage reveals real analytical habits most clearly: strong written work is clearly structured, supports its conclusions, and acknowledges the limits of the data, rather than using professional-sounding language to paper over a weak argument.

5. 05

   Final Round

   A final conversation with senior leadership, covering broader ground — the reasoning behind the case study, and overall fit with how the firm works. Candidates are expected to ask questions at this stage too; a well-prepared question often says as much about how someone thinks as their answers do.

6. 06

   References and Offer

   Prior professional experience is verified, typically through conversations with former colleagues or supervisors. Once complete, the team discusses the terms of an offer directly with the candidate, confirming both sides share the same understanding of role and arrangement.

7. 07

   Onboarding

   New hires are placed directly into real work and a mentor relationship from day one, rather than starting with generic training set apart from actual projects. The first few weeks focus on getting familiar with the companies or industries already in progress, and settling into the team's day-to-day working rhythm.