Hiring Criteria

1. Wanted a self-starter
2. Hiring for the fit for which the jobs could even be created.
3. Flexible on personality.
4. Should have human elements like creativity & energy.

Hiring Process

1. The timing of the hiring was started in early winter to get ready for summer.
2. Accepting resumes from noncore schools & conduct informal “informational interviews “to assess the
students.
3. Assigning team captains to every school making sure students have a familiar POC.
4. Hiring from “Cornell” (noncore school) gave them more focused and hard-working students.

Strategy

1. Paying attention to the top 15 & not 10 colleges out of 25. Which made them hire top of the class & the
students tend to be more loyal.
2. Giving presentations prior to the interviews answering basic questions like “Who we are”, etc. & the
advantages of joining the firm helped attract students. Kind of self-select students who really wanted to
appear for the 1st round of interviews.

The hiring process had the following rounds.

On-Campus Round

1. Opens & closed schedules which helped segregate good and bad candidates. Also, it was a test for culture fit.
2. 1st round helped to find who all were ready for the Super Saturday round. Narrowing down from 24 students
to jut6 for the 2nd round.

Super Saturday

1. Candidates from various schools were invited over dinner & cocktails in an elegant restaurant.
2. To impress students visibly and attract numbers for the interview process.
3. Maintaining a detailed review of each candidate thus helped bankers hire the right candidates.

 We access that the hiring process here is robust and well planned as they did not relax standards & hired
students who were good enough for the firm & not for any particular group.
 The hiring process filtered out those who loved technology & emerging growth.
 They emphasized on human elements like creativity & energy while hiring candidates as they described
themselves as not a volume leader but as a service leader.