Application Process & Interviews at KordaMentha

Hiring process was quite robust with many senior team members being actively involved in the process. There are multiple stages to gauge candidate's abilities, culture fit and etc.

Hiring on the basis of merit is appreciated, however processes are in place in which the entire office may cast a vote as to a person's viability. This is in my mind the entire purpose of 'senior' staff, if juniors without sufficient experience are able to have sway over a person's employ, this defeats the purpose of a hiring process.

Genuine. At the time, they did not employ recruiters or HR to seek talent. This meant that the employees reviewed my resume, interviewed me (x2 rounds) and assessed me in the live group activity/presentation.

The interview process is typically two 1-on-2 interviews with a Manager/Director and above. A case study as a group where you explore the options for a company struggling with debt and present findings to a panel of interviewers. A coffee or drink with more junior employees to get a look into the culture of the firm. A final partner interview will be held a week or so after the initial round of interviews.

No psychometric testing or video interviews, an individual reviews all CVs. two initial interviews and a group case study, final interview follows.

Interview was smooth and entire process took 2 weeks. Team kept in contact with me in-between accepting offer and starting work, which alleviated potential anxiety/concerns

online interview and then two face to face events - the first where you do a case study and have two interviews with staff, the second where you do a final interview with the partners

Various levels of interviews (mingling with analysts, interview with managers/directors, and final interview with partners), assessment center

The process/assessments differs for service lines and number of applicants. The process I went through was: 1. Application submission. 2. Psychometric/aptitude test. 3. Video interview. 4. In-person interview with a Director and Manager. 5. In-person interview with a Partner. 6. Coffee catch-up with Analysts.

Online application, interviews, group interviews, internship, potential part-time work, graduate offer.

CV review, online assessment, online Q&A, interview

Pre-recorded interview for HR, live traditional job interview with Director & Manager, then a more relaxed interview with the Partner (more of a meet and greet).

Online application Recorded interview Assessment centre and face to face interviews Partner interview

The interviews were free flowing in conversation and less question and answer like.

Formal, thorough but appropriate.

Online application, online interview, in person assessment centre, 2 rounds of in person interviews

Submitted a video interview followed by an assessment centre and two on one interviews in person. Invited back for partner interview and coffee with analysts.

Online video > Assessment Centre including group assessment with 4-5 other people and 2 individual interviews > Interview with partner

There is a standard interview process and review of university grades, employment decisions made by a leadership group.

- 2 interviews - 1 case study

First stage was the typical behavioural questions, followed by a consulting style case study. This was followed up with a less formal but equally as inquisitive coffee chat with two directors who asked me additional behavioural questions. Finally there was an interview with the managing partner of the team who made the final assessment with more behavioural questions.

Quite conversational interview: Why KordaMentha Why this line of work/what do you understand about the work *what do you understand your role to be * Where do you hope to be in the mid-term *Tell us about yourself/achievements/motivations *One technical question on macro-economics

Can be anything. Generally, quite conversational. Other standard interview questions to get an insight into your experience.

Moreso getting to know the interviewee, questions about what is on the CV

Typical graduate-level questions. What do you know about the team and why us? What are your 5-year plans? What was your favourite subject and why? Do you prefer to work at home or come in? Plus workshop task

general questions; why restructuring, what are you studying etc

The usual things about experience, strengths/weaknesses, motivation to join, etc.

I was asked about my life experiences to date and my thoughts on topical finance and business subjects.

What do I know about the work KM does? Why do I want to work at KM?

Asked about past experiences and why I would be a good candidate.

Instances of team work, instances of facing a challenges and how I overcame these, description of achievements I'm proud of and why

Previous experience, personal interests, future aspirations and type of personality.

Why do you want to work at KordaMentha? Why do you want to work in Restructuring? I was also asked about my previous work experience, relevant experiences/study at Uni and sport/activities I enjoyed out of work

Provide experience working with people; working with money; working with difficult people.

From memory, I was asked what I believe restructuring means, why I want to work at KordaMentha, what I believe my strengths and weaknesses were, and to explain a few scenarios where I had to work in a team, faced challenges etc.

From memory, I was asked the following questions in my interview: - What does Forensics mean to you? - Why are you attracted to this area of work as opposed to other accounting sectors (eg. tax)? - What is one achievement on your resume you wish people focused on more?

A background in consulting skills and develop skills in structured problem solving and practicing case studies online Good understanding of financial statements Confident yet humble

Get external experience first.

Do not pretend to understand the job. It is so niche that it is foolish to use jargon and try to learn the processes. It is important, however, to understand the essence of the job, the skills it demands and develops for you, and the type of people you'll deal with. For example, I applied because I knew it would be a hands-on, pragmatic environment that would give me the same skills as audit and consulting, without the wishy-washiness, nor the tedium.

Be yourself. KordaMentha enjoys people that are happy being themselves.

Understand insolvency at a high level, be yourself

Learn about the team: who people are and what the team does. Learn about the company's culture and make sure you can demonstrate how you align with it.

Do your research and be authentic

Be genuine, understand why you want to work in restructuring and why KM specifically

Research the company and service line beforehand. Ask questions throughout the interview. Don't be hesitant to ask for a moment when collecting your thoughts.

Understand the industry, understand the firm, be social and engaging

Be yourself and have an interest in the industry.

Learn about the Company, research insolvency types.

Be interested in the mechanics of restructuring and the challenges faced by organisations in the modern business world.

Having already been involved in the hiring of juniors, I can say 100% that the most important thing is to bring out your personality in all interviews/conversations. Don't be a robot, don't recite rehearsed material.

Research the company and what we do. Have a genuine interest - this will show when answering questions in interviews

Have ideas about what you wish to say, they let you tailor your answers based on experiences.

I would advise that they should reflect themselves during the interview and be natural, not robotic.

Be up to date with current affairs in the business world, show interest in different types of projects and be grounded, logical and calm in your answers.

Research the company and attempt to have a better understanding of the work that is done

Research and discuss recently won engagements