The typical recruitment process consists of:

• Application screening
• HR introduction call
• Technical/functional round(s)
• Case study, coding test, or live challenge (role-based)
• Final discussion with the Hiring Manager or Director

Some roles, such as trading or quant research, may involve multiple strategy or logic-based interviews.

Yes, for specific roles, assessments are an integral part of our evaluation process, particularly for positions where technical, analytical, or strategic skills are crucial.

We assess role-specific expertise, problem-solving ability, communication, and cultural fit. We value curiosity, structured thinking, and the ability to learn and adapt.

Yes - we value transparent and considerate communication throughout the hiring process. We recognise that feedback is an integral part of a candidate’s professional growth. While the level of detail we can provide may vary depending on the stage of the interview and the volume of applications, we aim to offer thoughtful responses that bring clarity and closure wherever possible.

In cases where detailed feedback is not provided, especially during early screening stages or when application volumes are unusually high, we sincerely appreciate your understanding.

Please note that the absence of feedback is never a reflection of your effort or interest; it is often due to operational constraints.

We recommend:

• Reviewing the job description thoroughly
• Brushing up on role-specific tools and concepts
• Practising case-based questions or problem-solving
• Understanding basic financial, programming, or market concepts (depending on your role)

Mode of interview: We conduct interviews using a combination of virtual and in-person formats, based on the role, location, and stage of the hiring process. Our goal is to provide a smooth, efficient, and candidate-friendly experience.