After interviews, do the VPs and associates who conduct the interviews rate the candidate on a number scale? Are there categories such as professionalism, leadership ability, etc.? Are there cut offs for scores based on a numeric list.... or is it done simply on recommendation. If so, how does HR effectively fill 10 spots if they get 43 yes recommendations from the interviewers?
Any insight would be appreciated.
Even with robust forums like WSO, there's always a bit of mystery around the recruiting process. Superdays are so competitive that even if you had a good set of interviews, you may not get an offer. A few investment banking insiders shared what actually happens once the day is over and how they decide who gets offers.
Candidates are Ranked and Fought Over
From Certified Investment Banker - Managing Director @GenghisKhan"
- When the interviews are all done, you go home (call it, 4:30pm) and we gather all our interviewers into break-out rooms (say, at 5pm)
- We bring in some pizza, and write your names on a white board. We make fun of all the silly things you said, the more outrageous things you wore, and then take a moment or two to complain "who the hell brought this guy back from first rounds?!!"
- Then, in an exceedingly ugly, drawn out battle, we fight over who we liked best and where we rank each of you with respect to one another. Be glad you never hear what was said about you, even if you did get an offer.
- Then, the other bankers go back to work (and completely forget about you until you show up for work) while I go fight it out with the staffer/recruiters from other groups to determine who gets first dibs on each of the candidates who is getting an offer.
At the end of that, we give our lists to HR, and they start calling the lucky tier "A" offers. I send emails to the other bankers in my group to get off their asses and call our own selectees and begin the "sell" process. Then I forget about you until my group head asks me "Are we done on the recruiting yet?"
MDs Have Final Say
From Certified Investment Banking Professional - Retired @dosk17"
- During Superday, generally HR will gather everyone up afterward for a debrief and see what people thought
- Each interviewer usually looks at a different quality (leadership, drive, technical skills, etc.) and focuses on evaluating the candidate on that, but there isn't really a formal "ranking"
- Usually consensus emerges pretty quickly on who we give offers to, who we say no to and who we put "on hold"
- In the end, the MDs have final say... however it is very rare that an MD says one thing and everyone else disagrees, in fact I've never seen it happen
It's tough to answer who an "ideal candidate" is but I think the #1 thing that helps people is convincing us that they really want the job. Some people I interview are clearly doing it just to test the waters and don't really know what they're getting into or what the job entails. Basically, prove to me that you can work hard on very little sleep, learn quickly, play well in teams and are hungry to get experience... show me you really, really want this job.