Judgement.
The calls you made, and why, hold up under questioning.
How we hire.
The process is the same shape for every role at the firm, from intern to senior hire, because it tests the things we actually care about: judgement, evidence, and how you work when something real is asked of you.
Every application is reviewed, every decision
is made by a person, and we respond either way.
is made by a person, and we respond either way.
The five steps.
IApply
Answer the application specifically. The strong ones name real markets, real work, and real outcomes.
IIScreening call.
Twenty minutes, online, recorded. Direct questions about your experience, your market, and your reasons. Camera on, quiet room, and come as yourself; we are reading for substance, not
performance.
IIIThe piece of work.
Everyone we hire completes one, at every level of the firm. A compressed version of the real job, with a deadline, usually seventy-two hours. Use any tools you like, including AI.
IVThe final conversation.
Thirty to forty-five minutes, walking your work with the people you would work for. We will point at specifics and ask why. Real work holds up easily.
VOffer.
Decisions move quickly. If the answer is yes, terms arrive in writing within days and your start is planned with the team you walked your work with. If the answer is no, we tell you directly.
The work is the centre of the process, and the point of it. Everything before it prepares for it; everything after is a conversation about it.
The piece of work
We publish this step because it is the point. Interviews reward rehearsal; work rewards judgement.
The task is a compressed version of the job you are applying for, it
is the same in kind for an intern and a senior hire, and it is reviewed
by the people who would work with you.
You may use any tools you like, including AI, and you should. We are reading your reasoning and your sources, not your typing.
What we look for.
Four things, at every level.
Evidence.
You talk in specifics: real markets,
real work, real outcomes.
real work, real outcomes.
Discretion.
You understand what this firm
handles and how it must be handled.
handles and how it must be handled.
Ownership.
You treat the work as yours before anyone asks you to.
How the firm works.
Family owned, and thinking in generations rather than quarters.
Nine cities, one standard, and the same rules of discretion and conduct at every level.
Work here is an apprenticeship in the old sense. Juniors sit behind live mandates from the first week, output is reviewed by the people who run the engagements, and the distance between you and the client is close to zero. Titles are earned on the work, and progression is real.
What you receive
The process comes with its own materials.
When you book the screening call, a preparation page.
When you reach the work step, a written brief with the rules and the deadline.
Before the final conversation, exactly what we will ask of you.
Nothing in this process is designed to surprise you.
Questions.
How long does the process take?
From application to decision, typically two to three weeks. The work step has a deadline; the rest moves as fast as the conversations can be scheduled.
There is no listed role that fits me.
Submit a general application through the open positions page. We read those with the same attention.
Can I apply to more than one role?
One live application at a time. If you are unsure which seat fits, apply to the closest one and say so; we route people internally where the fit is obviously elsewhere.
Where are the roles based?
Across the firm’s nine offices. Each listing states its city and format.
Can I reapply?
Yes, after six months. The strongest reapplications show what changed.
Do you use AI when reviewing applications?
Yes, as an input. Every decision is made by a person.
There is no trick to prepare for.
The work is the test, and the work is yours. Every application is read by a person,
and we review every one within five business days.
and we review every one within five business days.
We respond either way.